360° Leadership Assessment
A comprehensive 61-question assessment measuring 10 leadership competencies, combining your self-assessment with named rater feedback to produce an honest, multi-perspective view of how your leadership lands.
Get Started, Speak with StuartWhat It Measures
Ten competencies mapped across 50 Likert questions (Q1 to 50), plus 11 qualitative prompts that give raters space to provide context.
Q1, Q5
How you read and respond to emotions, your own and others', under pressure and in everyday interactions.
Q6, Q10
How you take personal accountability for outcomes and stay committed to organisational goals when it's difficult.
Q11, Q15
How you guide, motivate, and develop the people around you, making their success your priority.
Q16, Q21
How you build and maintain high-trust relationships, communicate with influence, and navigate complex stakeholder dynamics.
Q22, Q25
How effectively you use your professional network to advance shared goals and create value for colleagues.
Q26, Q29
How well you understand the business environment, anticipate market shifts, and orient your work toward outcomes.
Q30, Q34
How consistently you put customer needs at the centre of decisions, and how you respond to feedback.
Q35, Q40
How you make decisions under ambiguity, manage competing priorities, and know when to escalate versus act.
Q41, Q45
How you anticipate, mitigate, and navigate risk, and how you minimise disruption when things change.
Q46, Q50
How quickly you learn from experience, adapt to new challenges, and translate insight into changed behaviour.
Your Report Includes
Eight sections designed to move you from data to development action.
Executive Summary, overall score, tier, and narrative
Blind Spots & Hidden Strengths, where self-perception diverges from rater data
Domain Scores, scores across all 10 competencies
Competency Breakdown, sub-competency detail and rater variance
Individual Rater Scores, how each named rater scored you
Qualitative Feedback, verbatim responses from raters
Coaching Reflection Questions, tailored to your lowest-scoring areas
Career Development Context, how your scores map to career stage
Available as on-screen report and PDF export.
Who It's For
Managers & Leaders with Direct Reports
Anyone whose primary impact comes through people, team leaders, managers, directors, and executives who need an honest read on how their leadership is experienced by those around them.
Mid to Senior Leadership
Leaders who've moved beyond technical contribution and need to understand their influence, stakeholder management, and ability to lead through complexity and ambiguity.
Aspiring Leaders
Those working toward team leadership or senior roles who want to benchmark their current capability, identify development priorities, and build the leadership behaviours that matter most.
HR / L&D Teams
Teams running structured leadership development programmes who need a rigorous, data-rich assessment to anchor cohort learning, succession planning, or executive coaching.
Ready to get started?
Speak with Stuart to discuss access, rater selection, and how to get the most from your 360° results.
Get Started, Book a CallThe Named-Rater Model
Why this assessment is intentionally different from traditional anonymous 360° tools.
Every rater is named, not anonymous
When you invite raters, their names are attached to their responses. You see who said what. This is a deliberate design decision, not an oversight, and it's the feature that most distinguishes this tool from the rest of the market.
Named accountability produces better feedback
Anonymous feedback creates two failure modes: either 'safe', non-committal ratings that tell you nothing, or occasionally punitive scores used as cover for personal grievances. Named raters produce more thoughtful, more specific, and more professionally honest feedback, because accountability changes behaviour.
This builds a culture of trust, not fear
When everyone knows that feedback is named, the conversation changes. It signals that the organisation is serious about honest development, not just going through a compliance exercise. Leaders who ask for named feedback demonstrate confidence and maturity.
How raters are managed in the platform
You invite raters directly from your dashboard, choosing their name, email, and relationship role. You can track their status, resend invitations, and see when they've completed their review. Report release rules can require a minimum number of completions before your results unlock.
Process & Timeline
Seven steps from assignment to insight.
Assignment
Admin assigns the assessment to the participant via the admin portal.
Self-Assessment
Participant answers 50 Likert questions and 11 qualitative prompts at their own pace.
Rater Invitation
Participant nominates named raters from their dashboard, direct reports, peers, and managers.
Rater Window
Each rater independently completes their review (~20 min). Reminders can be resent from the dashboard.
Release Check
Platform checks that minimum rater thresholds have been met (configurable per org or assessment).
Report Unlocked
Report becomes available to the participant and optionally to the admin, based on configured release rules.
Debrief (Optional)
Optional 1:1 session with Stuart to walk through results, explore blind spots, and set development priorities.
Sample Questions
Illustrative examples, not from the live assessment.
The 360° assessment renders each question in first-person for self-assessment and third-person for raters.
Remains calm and composed under pressure
Self (first person)
"I remain calm and composed when under pressure."
Scale: 1 (Never) → 5 (Always)
Rater (third person)
"They remain calm and composed when under pressure."
Scale: 1 (Never) → 5 (Always)
Takes personal responsibility for results
Self (first person)
"I take personal responsibility for the outcomes of my work, even when things go wrong."
Scale: 1 (Never) → 5 (Always)
Rater (third person)
"They take personal responsibility for the outcomes of their work, even when things go wrong."
Scale: 1 (Never) → 5 (Always)
Makes sound decisions under ambiguity
Self (first person)
"I make sound decisions even when I don't have all the information I'd like."
Scale: 1 (Never) → 5 (Always)
Rater (third person)
"They make sound decisions even when they don't have all the information they'd like."
Scale: 1 (Never) → 5 (Always)
Adapts quickly to change
Self (first person)
"I adapt quickly when the direction of a project or priority changes unexpectedly."
Scale: 1 (Never) → 5 (Always)
Rater (third person)
"They adapt quickly when the direction of a project or priority changes unexpectedly."
Scale: 1 (Never) → 5 (Always)
Qualitative prompts (Q51 to 61) give raters space to describe observed strengths, development areas, and specific examples. These appear verbatim in your report.
Ready to get started?
The Stuart Andrews Assessment Platform is application-based — designed for organisations committed to genuine leadership development.
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