VISION 360
Manager 360 Assessment and Company-wide Leadership Diagnosis
Reveal the real impact of your managers, develop each of them and gain a consolidated view of your organization’s leadership strengths, capability gaps and development priorities.
To develop your managers effectively, start by understanding their real impact on teams and the organization
Each participant receives a comprehensive individual report and an in-depth debrief to understand the results, identify blind spots and select concrete development priorities.
When deployed across an entire management population, the consolidated findings become a genuine company-wide leadership diagnosis.
Two complementary strengths: individual and collective
Individual impact
Each manager discovers how their leadership is actually experienced by the people around them.
- Recognized strengths
- Blind spots
- Gaps between intention and impact
- Differences between self-perception and others’ perceptions
- Behaviours to reinforce or change
- Concrete development priorities
Collective impact
Consolidating the assessments gives the CEO and HR a company-wide view of management and leadership capability.
- Collective strengths
- Capability gaps
- Differences across management populations
- Situations requiring specific attention
- Collective development priorities
- Coaching, training or transformation initiatives
The revealing power of 360 feedback
Multiple perspectives on a manager’s real impact
Self-assessment alone is not enough. A manager’s perspective alone is not enough either.
VISION 360 combines complementary perspectives to reveal what a traditional top-down review or annual appraisal may fail to show.
Self-assessment
Manager
Peers
Direct reports
Three outcomes: performance, relationships and energy
Performance
Help managers deliver on their responsibilities, clarify objectives, drive performance and develop their teams.
Relationships
Strengthen listening, communication, cooperation, conflict management and stakeholder relationships.
Energy
Support motivation, engagement, trust and sustainable energy for managers and their teams.
A leadership framework tailored to your organization
VISION 360 can use the WINGMIND framework or a leadership framework designed or adapted with the CEO and HR to reflect the behaviours and capabilities expected within the organization.
Emotional Intelligence & Self-Leadership
- Self-awareness
- Emotional self-control
- Learning agility
- Adaptability
- Ownership & role modelling
Relationshipships & Influence
- Respect & consideration
- Active listening & empathy
- Clear and impactful communication
- Conflict and disagreement management
- Collaboration & influence
Business & Execution
- Business and market understanding
- Customer and value orientation
- Results orientation
- Prioritization & organization
- Anticipation & decision-making
People Leadership
- Goal clarity
- Performance management
- Delegation & empowerment
- Coaching & development
- Team engagement, cohesion & energy
The report reveals. The debrief turns insight into action.
A comprehensive individual report
- Overall leadership score
- Scores by pillar and capability
- Comparison between feedback and self-assessment
- Benchmark against the assessed population
- Strengths and development areas
- Qualitative feedback and practical suggestions
An essential individual debrief
Each manager benefits from a one-hour individual session with WINGMIND to interpret the findings, step back and select their priorities.
The debrief helps prevent defensive or overly rapid interpretations, distinguish isolated comments from recurring patterns and connect the findings to real situations.
- Understand perception gaps
- Identify behaviours to retain
- Select two or three development priorities
- Define concrete actions
- Build a development plan
From individual assessments to a company-wide leadership diagnosis
A consolidated view for the CEO and HR
Beyond individual reports, WINGMIND produces an overall analysis of the assessed management population.
This consolidated view turns a series of individual feedback reports into a genuine map of the organization’s strengths, capability gaps and development needs.
- Strongest capabilities
- Least developed capabilities
- Differences between executives and managers
- Differences across departments or populations
- Managers with particularly well-recognized strengths
- Situations requiring further investigation
- Training, coaching or transformation priorities
A complete process managed by WINGMIND
Scoping & framework
Objectives, target population, confidentiality rules and expected capabilities.
Rater selection
Selection of 8 to 12 people: manager, peers, direct reports and other stakeholders.
Survey & reports
Online questionnaire, reminders, analysis and production of individual reports.
Debriefs & collective diagnosis
One hour per manager, followed by a consolidated debrief for the CEO and HR.
When should VISION 360 be used?
- Strengthen a management population
- Support rapid growth
- Prepare the next generation of leaders
- Deploy a new leadership framework
- Support a transformation
- Align management practices after an acquisition
- Identify needs before launching training
- Objectify a collective management issue
- Identify coaching needs
- Support managers facing difficulties
- Develop high-potential managers
- Measure progress after 12 to 18 months
Program example
VISION 360 was deployed across the 40 most senior managers of an international group, from the Executive Committee to the broader management committee.
The program included framework design, rater selection, communication, full campaign management, individual reports, a one-hour debrief for each manager and a consolidated analysis for the CEO and HR.
The findings identified collective leadership strengths, priority capabilities to develop and situations requiring more targeted support.
Three available formats
VISION 360 Essential
- 360 questionnaire
- Individual report
- One-hour debrief
- Collective report
VISION 360 Development
- Essential program
- Two additional sessions
- Individual development plan
- Follow-up on commitments
VISION 360 Transformation
- Complete program
- Collective workshops
- Targeted coaching
- Leadership development plan
- Follow-up assessment after 12 or 18 months
A clear and confidential framework
Confidentiality rules, report recipients and the use of findings are defined from the outset.
Each manager knows who will receive their report, how consolidated data will be used and the purpose of the program.
Trust determines the quality of feedback
Frequently asked questions
Is VISION 360 a development or assessment tool?
It is primarily designed as a development program. It also provides a consolidated view that helps the CEO and HR identify strengths, collective needs and priority actions. The use of the findings is explicitly defined from the outset.
How many raters are needed per manager?
Typically, each manager is assessed by 8 to 12 people: their own manager, several peers, direct reports and, where relevant, other internal or external stakeholders.
Is the leadership framework standard or customized?
VISION 360 can use the WINGMIND framework or a framework adapted to the organization’s values, leadership expectations and context.
Why is the individual debrief essential?
The report provides data. The debrief helps participants understand and contextualize it, avoid overly rapid interpretations and turn feedback into concrete development priorities.
Can VISION 360 be delivered entirely remotely?
Yes. Scoping, the survey campaign, reminders, reports, individual debriefs and the collective debrief can all be delivered remotely.
Assess every manager. Understand the real impact of leadership. Act across the organization.
VISION 360 combines the depth of individual feedback with the power of a collective diagnosis to develop managers and guide company-wide leadership development decisions.