360 Leadership Assessment

A 360 leadership assessment you can afford to run more than once a year

The annual 360 is the problem. A leader gets confronting feedback in November, resolves to change, and is measured again eleven months later — by which point the moment has gone.

The Agility Growth Tracker gathers structured input from the people a leader works with, scores 12 developable character strengths, and can be re-run as often as you like inside the annual subscription. Progress becomes visible in quarters instead of years.

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True Tilt Personality Profile™ from $49 per person per year · Agility Growth Tracker™ from $199 per person per year · full pricing

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Why traditional 360s stall

The mechanics of a classic 360 work against behaviour change. It's not that the feedback is wrong — it's that everything around it is built for an annual audit rather than ongoing development.

  • Priced per cycle, so re-measuring costs real money and rarely gets approved
  • Rated against a competency framework nobody can remember a week later
  • Delivered as a long PDF with no agreed next action
  • So infrequent that a leader can't tell whether anything they tried actually worked

What the Agility Growth Tracker does differently

Raters score 12 character strengths — concrete behaviours, not abstract competencies — and the report puts the leader's self-rating directly against each rater group. The gap is the development agenda.

  • Self-rating shown against manager, peer, and direct-report groups separately
  • 12 developable strengths across Clarity, Connection, Courage, and Structure
  • Pressure-state data, so raters describe how the leader behaves on a hard week
  • Unlimited re-assessment inside the subscription — quarterly costs the same as annual
  • Plain-language reporting a leader can act on without a consultant to translate it

Running a 360 that people take seriously

Participation quality decides everything. Raters who believe the exercise is performative give bland scores, and bland scores produce no insight. A few structural choices reliably improve honesty.

  • Use five to eight raters so individual responses can't be identified
  • Separate rater groups in the report but never name individuals
  • Make clear the results go to the leader for development, not to HR for a rating decision
  • Have the leader share what they heard and what they'll work on — publicly, with the team
  • Re-run it in a quarter so the team sees the exercise had consequences

Pairing the 360 with a self-profile

Most organisations run the True Tilt Personality Profile first to establish the leader's own view and the shared language, then add the Agility Growth Tracker for the outside perspective. The two together turn a confronting moment into a tracked development plan.

  • Start with the self-profile and a facilitated debrief
  • Add rater input once the leader understands their own pattern
  • Roll results up to team level with Team Agility Analytics

Frequently asked questions

Walk through a real 360 report

See how the self-rating and rater groups sit side by side, and how leaders use the gap in the weeks after the debrief.

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