Real-time visibility into what’s blocking change so leaders act before small issues become big problems.
Understand the challenges leaders face.
Decide where to focus development.
See where teams are adapting quickly and why. Spot early signs of resistance or disengagement before they spread. Leaders get time to act on what matters: scaling success, addressing barriers, and adjusting support where teams need it most.
Organizational InsightsChallenges reported through 360 feedback.
Coaching ThemesWhat participants are working on with their coaches.
Whether leaders work with expert coaches, Spark, or both, development starts with a 360 survey and ends with measurable change.
The 360 feedback report isn’t limited to one program type. It works with expert coaching engagements, Spark standalone deployments, cohort programs, or organization-wide initiatives. Start with a baseline, develop the capacities that matter, measure what changed. Same methodology, any configuration.
The same respondents who gave initial feedback describe what’s different now. You get a transformation narrative that connects individual growth to what the organization cares about, not just completion rates.
Individual 360 results aggregate into patterns across your organization. Which capacities are growing fastest? Where is development gaining traction? What’s working that should be scaled? The 360 adds another data source to organizational intelligence, so leaders can see transformation unfold.
The 360 report describes specific behaviors that changed, as reported by the people who work with each leader. When it’s time to review the investment, you have evidence tied to the capacities your organization prioritized from the start.
Organizational intelligence doesn’t just measure engagement. It’s your roadmap to success.
Early warning signs when change is stalling: resistance building, trust eroding, engagement dropping. Managers get time to address concerns, adjust messaging, or provide support before an initiative derails.
Intelligence surfaces patterns as change unfolds, not months later. See what’s working, where momentum has shifted, and which teams need attention.
Connecting what people are working on in coaching to what the organization needs most. See which capacities are growing fastest, where development aligns with strategic goals, where coaching focus should shift as priorities change. Growth stays tied to business impact.
Intelligence doesn’t just show data. It reveals where to focus, what to replicate, and when to intervene. Managers can make better decisions because they see what’s actually happening across teams.
Illustrative situations, not customer results.
An AI rollout is meeting resistance in three divisions. Intelligence surfaces the pattern early: confusion about how roles will change, fear about job security, skepticism about whether leadership is committed. The executive team addresses concerns and adjusts the rollout timeline before resistance hardens into active opposition.
See AI transformationDuring a restructuring, some teams are building trust and collaboration quickly while others are struggling. Intelligence shows what’s different: the successful teams have managers who create space for questions and acknowledge uncertainty openly. Leadership trains other managers on those specific behaviors instead of generic change management.
See org restructuring supportCoaching was initially focused on building decision-making capacity. Intelligence reveals that trust is eroding faster than expected across teams. Coaches shift focus to help leaders rebuild psychological safety and demonstrate consistency under pressure. Development stays aligned with what matters most.
Build leadership growth
