The ID360: clearer, deeper, more meaningful

The power of a complete picture

Well executed 360 feedback brings together insights from peers, direct reports, managers, and even external stakeholders to create an accurate, balanced view of how a leader is perceived and their impact.

From this picture, leaders don’t just see what they’re doing—they see:

·       How consistently they demonstrate key behaviours

·       Where intentions and real‑world impact diverge

·       What strengths they underestimate and/or underutilise

·       What blind spots are undermining performance

It’s the difference between glimpsing yourself in a mirror versus seeing yourself in high‑definition from multiple angles.

Why many 360s fall short

Despite the power of 360 feedback, many organisations hesitate to adopt it. Common reasons for that include:

·       Reports that are confusing or overly dense

·       Generic questions that don’t matter, or don’t provide the nuance required to help develop self-awareness and focus areas for development

·       Data that feels superficial or lacking context

·       Feedback that’s hard to interpret or translate into action

This is exactly why the ID360 has been redesigned to address these issues, making it an impactful feedback tool.

A new generation of 360 feedback: Clearer, deeper, more meaningful

The ID360 is a flexible and customisable leadership-focused 360-degree feedback tool. It gives individuals a clear, behavior-based view of their impact on others, providing clear, highly usable insights into leadership development.

The redesigned ID360 builds on the previous version’s ability to provide a customised solution specifically designed to fit both the organisation and each leader’s unique skills and culture.

What’s new in ID360:

The tool’s developers listened carefully to the challenges that leaders and HR teams face and redesigned the ID360 to ensure the feedback process delivers clarity, not confusion, over what the data means, and where leaders should focus their efforts.

1. More detailed, higher‑quality insightsThe revised survey reports have been developed to provide clearer explanations of results, giving clarity to what the feedback actually means, and how behaviours are perceived across different stakeholder groups.

2. Improved clarity around scoring and interpretationContextual information has been added that helps leaders understand where perceptions of a leader's behaviours differ, and which behaviours are most impactful, revealing hidden strengths and blindspots.

3. Platform redevelopment and visual improvements to enhance user experience

The user interface has been redeveloped, supporting raters to provide information in a more streamlined manner. Additionally, the report template was modernised and redesigned to be more accessible, aiding engagement with the information it provides.

While making these design improvements, the ability for the ID360 to be tailored to each individual leader, their role, and the circumstances in which they work has been retained. This has always been one of the most desirable elements of this tool for clients and ensures that the feedback gathered is useful for the leader and organisation both in application and in context.

(Above) An example page from the updated ID360 report.

How it works

In the initial setup phase, a focused selection of up to seven of the  most suitable and valuable leadership dimensions are chosen from a bank of  52 validated competencies

These dimensions range from people management, communicating effectively, strategic focus, change management, and results focus, to managing conflict, motivating others and building effective teams. The dimensions each contain carefully crafted, intuitively phrased questions to support both ease in answering and understanding the insight the question is designed to uncover.

The ID360  also includes a benchmark comparison from our databank of senior leaders who have completed the process; the leadership benchmark dimension. This enables each participant to compare their performance against this aspirational standard.

What’s next

This article kicks off a series exploring the real value of 360 feedback—and how organisations can use it to build stronger leaders at every level.

In the next post, we’ll break down the biggest myths about 360 feedback and what can be achieved when feedback is captured and applied well.

If you’re curious about the new and improved ID360 or would like to review a sample report, visit this page or get in touch.