To begin with, we’ll review your leadership framework, existing competency models, and the goals you’re pursuing with this process. Based on this, we develop a tailored 180°, 270°, or 360-degree feedback process aligned with the leadership requirements relevant to your organization. The result is not a generic, standardized questionnaire, but a process that fits your understanding of leadership and your organizational context.

We help you involve all relevant stakeholders early on and in a manner appropriate to the process—for example, the works council or staff council, data protection officers, and internal management bodies. This also includes clear communication materials and a well-defined framework for providing information, issuing invitations, and addressing questions. This creates transparency regarding the process’s objectives, procedures, and how data is handled—an important foundation for acceptance and trust in the process.

The process is conducted via a data-protection-compliant online platform hosted on servers in the EU. Clear rules regarding anonymity, defined role-based access rights, and transparent data handling ensure security for all parties involved. Managers receive individual reports presented in a clear and easy-to-understand format, and, depending on the agreement, aggregated analyses can also be provided to HR or management. This makes it possible to identify trends without compromising the confidentiality of individual feedback.

Each participating executive receives a confidential follow-up meeting to discuss their results report. During this meeting, the results are contextualized, strengths and areas for development are discussed, and potential next steps for further growth are identified. Upon request, this can be followed by coaching to delve deeper into specific topics from the feedback and address them in the executive’s day-to-day leadership role.

Upon request, we facilitate discussions in which key findings from the leadership feedback are addressed and acted upon—for example, with the leader’s own team or with the next level of management. The goal is to translate selected topics from the feedback into a collaborative dialogue and to derive concrete agreements for working together. In this way, the feedback is not limited to the report but is integrated into day-to-day work.

Leadership feedback can be easily integrated with existing development initiatives—such as leadership programs, coaching, mentoring, or other internal offerings. Results can thus be incorporated into ongoing development paths and used in a targeted manner to guide next steps. At the same time, the process can be rolled out gradually as needed—from an initial pilot to a broader implementation across the organization.