Top 32 360 Feedback Options for Leadership Coaching

A 360 for leadership coaching brings together three key components: a measurement tool, a group of evaluators, and a discussion about the findings. Different providers bundle these elements in various ways. The measurement tool consists of a questionnaire, a leadership framework, and its technical background. The administration software handles the logistics of running your selected questionnaire. Then, a qualified professional helps the leader understand the report and plan their next steps.

What makes this approach valuable for coaching is how it lets you evaluate the capabilities your organization needs, explore the findings with a coach, and then use the same tool later to track progress. We’ve organized the other 31 options into three categories: specific assessment tools, administration platforms, and complete service packages. For a more comprehensive look at coaching options, start with the comparison hub.

Key takeaways

• Torch offers a leadership coaching and alignment platform. You can design a program that kicks off with a 360 evaluated against your organization’s key leadership capabilities, and conclude with a reassessment using the same tool, as outlined in your engagement agreement.
• CCL Benchmarks for Executives, Korn Ferry 360, DDI Leadership Mirror, Leadership Circle Profile, Hogan 360, LeaderView360, Talogy and Thomas are all specific assessment tools, each with its own leadership framework and requirements for those who use it.
• Qualtrics, Culture Amp, Spidergap, EchoSpan, Mercer Mettl 360View and performance management systems from Lattice to Workleap offer platforms to help you administer your questionnaires.
• TMA Performance’s 360 feedback coaching and Qualintra’s 360 services combine the delivery of feedback with a personal debrief session.
• An initial 360 sets the baseline for development. Repeating the assessment later can describe the changes that others report, but neither assessment can prove what caused those changes.

Choose the development question before the instrument

• Define the purpose of coaching. Whether you’re focusing on communication, decision-making, collaboration or people leadership, each requires a different development approach. Having a clear purpose helps you select the right assessment tool and gives participants a compelling reason to engage. Simply looking for a leader’s weaknesses without direction offers little value.
• Choose raters who see the behavior. The people you select as raters need to have actually observed the behaviors they’re being asked to evaluate. Newly promoted managers and executives may need different questions and comparison groups.
• Make developmental use explicit. When your platform also handles performance reviews, it’s essential to document the purpose, who can see the reports, and what privacy boundaries exist. Participants need this transparency to provide honest feedback.
• Consider an existing instrument first. Before investing in new tools, consider whether an existing credible assessment can support your coaching needs; discuss its fit with your provider. Agree on who will interpret the existing report, what the coach needs to know, and whether a later reassessment will use comparable questions and raters.
• Check the evidence and delivery. When evaluating options, ask for a sample report, technical details, facilitator qualifications and a clear explanation of what’s included in the debrief. Just because a product mentions 360 feedback doesn’t mean all these details are covered.

1. Torch

360 feedback scored against your organization’s leadership capacities can open a Torch coaching program, with the leader discussing results with their coach. The inclusion and scope of the assessment are agreed for each engagement. Organizational intelligence provides more information about the associated reporting; individual coaching explains how the assessment informs the coaching relationship.

Collecting and interpreting feedback.

• The initial multi-rater 360 compares the leader’s self-assessment with feedback from colleagues. Be sure to agree on rater selection, report permissions and the debrief process before sending invitations.
• A Torch coach helps the leader identify a manageable focus area. All Torch coaches maintain ICF credentials and bring at least five years of coaching experience to their work.
• The program focuses on development. While coaching conversations remain confidential, sponsors receive the aggregated reporting that was agreed upon for the program.

Connecting the assessment to the program.

• The scoring is based on the client’s specific leadership capacities rather than a universal model owned by the provider.
• A final 360 impact reassessment can use the same instrument, allowing you to measure reported changes consistently.
• Organizational Insights provides a summary of challenges raised across 360 feedback while protecting individual conversations.
• The coach can view both the company’s goals for coaching and the participant’s focus areas, creating a clear connection between the feedback and the subsequent development work.

Each engagement defines how raters will participate, who can access reports, the debriefing process, and whether to use your existing assessment tool. While a reassessment can show changes, you’ll need a separate evaluation to determine if coaching caused those shifts. In customer stories, you’ll find an anonymous example of a global insurance leader who paired six months of individual coaching with a custom 360 that aligned with their leadership framework.

Customization and a human debrief are available elsewhere: DDI offers configurable feedback, while TMA Performance provides 360 feedback coaching. Torch fits buyers who want the assessment, development goals and any agreed reassessment within one ongoing coaching program. Compare the instrument and the support around it, rather than treating customization alone as a differentiator.

2. Center for Creative Leadership

CCL’s Benchmarks for Executives is a named 360 assessment designed specifically for top executives, requiring qualified or certified facilitation. It addresses the kind of enterprise-wide influence that a frontline competency list may not capture. Make sure to align its dimensions and sample report with the executive’s responsibilities. Determine who will administer, receive, and debrief the assessment—an existing coach might need certification, or you may need to bring in a specialist to handle the assessment before turning it over to the coach.

3. Korn Ferry

Korn Ferry 360 provides both competency-based and behavior-based approaches that integrate with Korn Ferry’s leadership framework. If your organization already uses this framework, you can maintain a consistent language across both assessment and development activities. Be selective about which competencies you include to ensure even large programs stay coherent. Before making customizations, understand how they might affect comparability and technical validity. Development plans should focus on translating findings into concrete work actions rather than simply repeating assessment terminology.

4. DDI

DDI’s Leadership Mirror offers a configurable, competency-based 360 that connects feedback across your employee population to agreed-upon development priorities, often as part of a broader DDI program. Ask DDI which elements they recommend keeping and which can be adapted, as small changes can add up to create an unvalidated custom instrument. Verify whether DDI, an internal facilitator, or the participant’s coach will be responsible for providing the debrief and development plan.

5. Leadership Circle

The Leadership Circle Profile creates a shared leadership model that integrates feedback with coaching. It’s ideal for buyers who prefer working within this specific framework rather than using a generic competency list. The model can facilitate a meaningful discussion when participants understand its terminology and can thoughtfully question interpretations. Evaluate the practitioner’s qualification with the instrument separately from their fit for the leader’s specific context, as both considerations are important.

6. Peter Berry Consultancy / Hogan 360

Peter Berry Consultancy explains Hogan 360 by focusing on how a leader’s behavior affects others, which is valuable when a leader’s intentions don’t match their colleagues’ experiences. We’re counting Hogan and its co-branded instrument as a single option here. Be sure to interpret the 360 separately from any personality assessments that might be sold alongside it, as multi-rater feedback captures perceptions while personality tools examine different characteristics that shouldn’t be combined in the same evaluation.

7. Culture Amp

Culture Amp delivers 360 feedback through its employee development platform, which might be convenient if you’re already using their system. Current users may have existing access arrangements and communication processes in place. However, using the same platform for both performance management and development can create confusion, so clearly communicate that this is a developmental exercise. Confirm which questionnaire is included, how it can be adapted, and who will interpret the results. Test the participant experience, the ability to indicate limited observation, and who will receive the final report.

8. Qualtrics

Qualtrics provides employers with software to design 360 feedback programs that align with their own leadership models. Its flexibility means program owners must make key design decisions. A long competency catalog may lead to lengthy reports without clear development priorities for leaders. Check how the tool presents a focused set of development priorities in its output, and determine who will handle questionnaire design and ongoing support after the report is delivered.

9. Spidergap

Spidergap offers 360 feedback software designed specifically for coaches and consultants to manage assessments across multiple client engagements. This tool is particularly valuable for independent coaches and smaller practices looking for a feedback infrastructure. Instead of relying on a polished demonstration, take a walkthrough of the invitation process, reporting features, and how to handle conflicting feedback during your first results conversation. Determine whether control of the report ultimately rests with the employer or the participant.

10. Primalogik

Primalogik offers 360-degree feedback software tailored for talent teams that both administer the feedback cycle and coordinate the surrounding coaching efforts. Review how the platform handles different rater groups, manages report-release rules, and addresses missing responses. Establish whether the purchase includes a competency model or an interpretation service.

11. ThriveSparrow

ThriveSparrow, which is SurveySparrow’s employee-experience product, combines 360 feedback with performance-review software in a single platform. Despite having two distinct names, this represents one integrated solution in our review. Define how the system connects developmental feedback with formal performance reviews in your organization. Closely examine the actual report leaders receive and verify its access permissions to ensure appropriate privacy controls.

12. TMA Performance

TMA Performance (formerly known as DecisionWise) offers 360 feedback coaching that leads to meaningful human development conversations. Explore how practitioners address disagreements, handle difficult participant reactions, and distinguish between recurring behavior patterns and isolated comments. Confirm exactly what’s included in terms of the assessment, practitioner involvement, and follow-up support. Remember that a feedback debrief alone doesn’t establish an ongoing coaching relationship or repeat assessments.

13. Lattice

Lattice includes 360 reviews as part of its broader performance-management offering. While it can accommodate coaching alongside an existing performance process, be aware that the review’s purpose may affect candor—leaders might share less openly when the findings influence compensation decisions. Verify the system’s configuration options, report visibility settings, and what specific information a coach is permitted to access.

14. Leapsome

Leapsome integrates performance-review software with 360 feedback capabilities, allowing talent teams to run feedback cycles within a larger people-development environment. Before launching your program, decide how to translate a comprehensive leadership model into a concise set of development priorities. Assign responsibility for the debrief and confirm who will have access permissions.

15. 15Five

15Five provides performance reviews with 360 feedback capabilities, enabling employers to connect coaching inputs with existing manager routines. Specify whether your feedback exercise focuses on developing current behaviors, examining readiness for new roles, or informing performance ratings. Use a sample report to trace how a coach would work with the findings to support development.

16. PerformYard

PerformYard offers 360-degree feedback software designed for HR teams to create and manage their own feedback processes. Examine how the platform presents different rater groups and maintains confidentiality in smaller teams where anonymity might be a concern. Alongside the software workflow, confirm the leadership model and any debrief support included in your proposal.

17. Trakstar

Trakstar shows how colleagues contribute 360-rater input through its performance system. This creates an administrative process rather than a leadership assessment instrument. Let raters know which behaviors and timeframe to consider. Verify that an external coach can access the agreed report without seeing broader employee records.

18. AssessTEAM

AssessTEAM merges performance reviews and 360 feedback for teams working remotely. Distributed colleagues have different chances to observe behaviors. Questions should account for these limits rather than asking for judgments about unseen work. Establish which instrument, reporting and support the offer includes.

19. Effy AI

Effy AI provides 360-degree performance-review software. It manages multi-rater input, though you’ll still need human interpretation. Assign someone to compare summaries with the actual comments and ask to see a demo that handles contradictory feedback.

20. Small Improvements

Small Improvements integrates 360 feedback within its performance platform. Focus the survey on a reasonable set of behaviors that raters have actually observed. Check the report-release process, what administrators can see and how insufficient responses are handled.

21. Workleap

Workleap offers performance management with multi-rater feedback. Confirm which module and setup are being proposed. Before inviting raters, decide whether the manager will discuss the findings and if the coach will receive the report.

22. EchoSpan

EchoSpan provides dedicated 360-administration tools. You can select your coaching provider separately from the platform that gathers feedback. Specifically allocate questionnaire design, report checking and interpretation. Request technical documentation for the questionnaire itself; the administration platform isn’t a validated assessment instrument.

23. Explorance

Explorance Blue 360 is demonstrated through a customer implementation. This shows a use case without defining a standard configuration. Begin with the population and intended decision, paying special attention to anonymity in small executive groups. Ask the proposal to include a sample report and the required implementation work.

24. Qualintra

Qualintra supplies 360-degree feedback services. The instrument and practitioner involvement in the proposal define the purchase more precisely than the category name. Determine how leaders are supported when feedback conflicts with their self-view and what adapting questions to your competencies means for the instrument’s technical evidence.

25. TalentGuard

TalentGuard includes 360 feedback in its talent-management platform. It can incorporate leadership feedback within your existing talent architecture. Prevent a broad capability framework from becoming an indiscriminate list of shortcomings, and establish which modules are required to run the 360.

26. Talent Innovations

Talent Innovations specializes in 360-feedback solutions. Define the exact proposed package, including help with question selection, rater preparation and debriefing. Request the technical basis for any norms rather than inferring the service from the category description.

27. Grapevine Evaluations

Grapevine Evaluations offers software for HR teams managing feedback cycles and commissioning coaching separately. Chart the complete participant journey—from initial invitation through to final debrief—before committing to the platform. Be sure to evaluate how well it handles smaller groups of raters and manages incomplete responses during your testing phase.

28. Envisia Learning

Envisia Learning’s LeaderView360 is a named leadership instrument with a published specification. Prospective buyers should review its underlying model carefully to determine how it will integrate with their coaching initiatives. Request a sample report and detailed technical specifications for the exact version you’re considering, and verify that both the participant demographics and language align with your organization’s needs.

29. QuestionPro

QuestionPro includes 360 leadership assessments within its broader employee-experience platform. This solution appeals particularly to organizations looking to streamline their various feedback processes. Keep in mind that an engagement survey and a leadership 360 assessment target different organizational levels, so you should examine both the individual leadership reports and the broader organizational dashboard.

30. Talogy

Talogy delivers 360 leadership feedback as part of its broader assessment-driven development approach. Make sure to clarify which specific product, technical foundation and practitioner support package you’re considering. When multiple assessments are recommended, identify exactly what each one contributes to avoid counting the same evidence more than once.

31. Mercer Mettl

Mercer Mettl 360View functions as an administration tool documented in its support knowledge base. Its psychometric consultants can help create a questionnaire around the organization’s framework; agree separately who will debrief the results. Conduct thorough testing of its confidentiality features by creating a realistic scenario that involves multiple rater relationships and a small leadership cohort.

32. Thomas

Thomas provides a structured 360 assessment designed for leadership development. Review the sample report, technical documentation and practitioner qualification requirements carefully. Determine whether a debrief session is included in your quoted package, and if so, what specific elements it covers—don’t assume one automatically accompanies the assessment.

Compare the 32 options

A baseline process that supports coaching

• Establish purpose and select the instrument. Define your development objectives and select an assessment suited to the roles. Clearly communicate the confidentiality protocols, report access procedures and debriefing process before sending out any invitations.
• Select informed raters. Identify individuals who have genuine opportunities to observe the leader’s behavior, and allow them to indicate areas where they lack sufficient observation. Remember that the number of responses alone doesn’t determine the quality of feedback.
• Use the debrief to choose a focus. Analyze strengths and development gaps in context, compare different rater groups and select two or three key priorities. Bring a current work situation into your coaching session to practice responding differently. The report should guide the development work while still allowing room to address the leader’s immediate concerns.
• Design any later comparison in advance. Preserve the original questions, rating scales and participant population details. Establish clear guidelines for how changes in raters or roles will be handled. A subsequent score simply records the reported change on the instrument, without explaining why that change occurred.
• Calculate the full cost. Calculate all expenses: licenses, administration, certification, debriefs, coaching sessions, follow-ups, plus the time for both participants and raters. A seemingly low survey price might actually cost more when you factor in the internal resources needed to make sense of the data. In contrast, an instrument with proper support could prove more economical overall.

What the research says

Theeboom, Beersma and van Vianen’s meta-analysis analyzed coaching in workplace settings and found it positively impacts individual outcomes—including performance, skills development, well-being, and goal-directed self-regulation. Note that these studies focused on coaching interventions rather than 360 feedback tools themselves. The research supports investing in developmental conversations following feedback, while the validity of a specific questionnaire requires its own evidence.