TRANSILIENT LEADERSHIP 360
A 360 that's a conversation, not a survey.
We replaced the generic questionnaire with a structured interview, led by Ashley Chase. You get the numbers a survey would have given you — plus the context that explains them, and a roadmap the leader will actually use.
WHY THE STANDARD 360 FAILS
Yes, another survey.
Twenty years of reinventing the annual review has left the 360 largely untouched. More questions, more dashboards, higher cost — and a form that colleagues fill in as fast as they can so they can get back to work.
We have read a lot of them, from a lot of firms. They stop at the same place: a score with no story behind it. It is history without the people who lived it.
HOW IT RUNS
Built around the role, not a competency library.
Frame the role
We build the 360 around the leader's actual role and the results they own.
Structured conversations
Ashley interviews each participant rather than mailing them a form. The ratings get captured. So do the reasons.
Coaching in the moment
Participants are coached as they give feedback, so the process improves the working relationship on its way past.
A roadmap, not a report
The leader gets the picture, the context behind it, and a named development focus with a plan to work it.
WHAT'S DIFFERENT
Three things a survey cannot do.
Context, not just scores
A number tells a leader where they sit. The conversation tells them why, and what to do differently on Monday.
It improves the team on the way through
Coaching the participants is the part a form can't do. Groups come out of the process more candid with each other than they went in.
Standalone, or the opening move
Run it on its own, or as the first instrument in a coaching engagement so the work starts from evidence rather than impressions.
See coaching →WHEN IT'S THE RIGHT INSTRUMENT
Four situations where this earns its cost.
- A leader stepping into a materially bigger role, who needs an honest baseline before they start.
- A leadership team that has quietly stopped telling each other the truth.
- A high performer whose results are fine and whose wake isn't.
- A succession decision that needs evidence rather than impressions.
Delivered for one leader or across a whole leadership team. Pricing is quoted per engagement — it is competitive with standard survey-based 360s.
Find out what your leaders can't see.
Tell us who the 360 is for and what decision it needs to inform, and we'll tell you whether this is the right instrument — or whether something cheaper would do.
