Have you noticed challenges surrounding leaders today?

  • The rapidly changing business environment!
  • Changes inside the company!
  • Employee motivation drops or even burns out!


  • Changes in leaders’ behaviour!
  • Talent and leadership development inside the organization!
  • High level of employee motivation and engagement!


360º The leadership program is a structured process involving the leader and his / her colleagues (direct manager, parallel colleagues, team members, and others). This process also integrates the coaching process into the daily activities of the leader.


The program is designed for the first line and middle managers who want to understand how team members and other stakeholders see, perceive, and experience them. The program is aimed to assess leader’s current level of leadership and identify the highest ROI competencies to be developed.

During the program leader:

Effectively uses feedback to reach team and own goals. Creates a feedback culture in a team, where asking, giving and accepting feedback is equally important.

Demonstrates leadership in specific situations (e.g., developing a team strategy; delegating and prioritizing tasks; building partnerships with colleagues from other teams in the organization).

Openly develops their leadership mindset, which helps unleash team potential in an environment of constant change.


Creating a feedback culture in a team promotes higher members’ self-confidence and trust between team members. It helps a team to respond faster and more efficiently to changes in the business and team environment.

The growth of a leader’s leadership competencies reflects in a more responsible and independent team that helps focus on achieving team and organizational goals.

Creating partnerships with other teams in the organization improves communication and collaboration between them to implement mutual strategies.

register > >

What makes this program different?

360º Leadership coaching program has a unique approach to coaching as it focuses on Measurable Leadership Growth and therewith differentiates itself from most other coaching methodologies. It is unique in a number of key ways:

1. Define a focused Leadership Growth Areas important to leader and the organization.

Our focus is 1-2 tipping point leadership behaviors where the leader works on throughout the entire coaching engagement. This behavioral goal focus is important since used methodology recognizes that one of the beliefs of successful leaders is the need to be the one choosing what to work on to improve and include a cost/benefit analysis that helps the leader determine “Is it worth it” to proceed. We also insist that the leader’s manager is involved and agrees with these Leadership Growth Areas.

Where our process is unique from this is an emphasis on Stakeholders. Once a leader chooses a goal, the other decision that is intimately tied to the chosen goal, is “Who are the relevant stakeholders?” Every goal as a set of stakeholders that is relevant as the leader’s behavior both affects these individuals and they are clear beneficiaries of the leader improving in this behavior. Before starting to work on the chosen development goal, and similar to the decision on what to work on to improve, the list of stakeholders is validated by the leader’s manager.

2. Buy-in from Stakeholders to be part of the Process.

As stakeholders are on the receiving end of leadership, the stakeholders’ perception of leadership effectiveness is pivotal. Therefore the Stakeholders are an integral part of this process and are recruited as valued members of the leadership change process. Each Stakeholder, by leader is asked to actively participate in the leader’s improvement in an ongoing basis. They are asked to provide both feedback and feedforward to the leader and be willing to complete anonymous mini-surveys on the leader’s improvement. The process starts with the Stakeholders providing the initial input on the Action Plan by providing suggestions to the leader and coach.

3. Stakeholder-Based Planning.

An action plan is not developed based upon the coach’s expertise. The action plan is built from the initial request for suggestions from the Stakeholders. The Leader and the Coach collaborate to put together an action plan based on the input provided by the Stakeholders. The plan in part, or in total, is also put into a daily checklist for the leader to consciously keep the plan in his/her consciousness. The plan is distributed to the Stakeholders so they are aware of what to look for in providing feedback and further suggestions to the leader.

4. Leading Change Involving Monthly Stakeholder Input.

The Leader uses the 7-Step Involving Stakeholder “do’s and don’ts” to check in with each Stakeholder once a month. During this brief 3 to 5 minute check-in the Leader asks for feedback on the prior 30 days and any suggestions moving forward for the next 30 days. The Leader captures the thoughts of the Stakeholders and shares the results with the Coach. Together the Leader and Coach collaborate on what to add, change, or modify for the coming month based upon Stakeholder input. If any new action items are created for the Action Plan, this is communicated to all the Stakeholders.

5. Measure Leadership Growth as perceived by Stakeholders using the Mini-Survey Process.

Typically once a quarter a formal minisurvey is conducted with the Stakeholders to assess the progress made on the development goal chosen by the Leader. This is an anonymous survey conducted in order to validate the improvement made by the Leader and to gauge whether or not the Stakeholders are recognizing and acknowledging the change. With the results of the mini-survey, the Leader does an After Action Review to pinpoint what has happened, why, and what learning is to be taken forward into the future.

Global leadership assessment

The program uses the Global Leadership Assessment competency model developed by Marshall Goldsmith, which consists of 5 clusters of competencies consisting of 15 competencies:

More ...

Program structure:


There’s 3 packages you can choose:


Independent program

105 / month

  • Preparations and running 360º global leadership survey,
  • 360º survey participants number 6-9,
  • Global leadership assessment report,
  • Debrief sessions of the survey results by identifying the strengths and competencies to be developed,
  • Individual tasks between coaching sessions,
  • Coaching sessions per month – 1.


Leadership development program

209 / month

  • Contents of Jump package,
  • 360º survey participants number 6-15,
  • Material (theoretical / practical) for individual work between coaching sessions,
  • Support material (Spotify playlists, articles in various leadership topics)
  • Coaching sessions per month – 2.


Intensive change program

307 / month

  • Contents of Growth package,
  • 360º survey participants number 6-25,
  • Employee engagement survey for participant’s team (3 in 12 months),
  • Training sessions in Feedback giving and acceptance topics (2 modules),
  • Coaching sessions per month – 3.