360 Assessments
The Challenge: Senior leaders play a pivotal role in setting strategy, driving change, and shaping organizational culture. But without structured, credible feedback, it’s difficult for them to identify growth areas or track progress over time. Many traditional 360 assessments lack relevance, feel overly generic, or fail to translate insights into action.
Federal and State agencies needed a more impactful way to assess leadership behaviors and guide development—especially as teams navigated post-COVID reintegration and evolving strategic priorities.
The Concept: I designed and delivered multiple 360 assessments and feedback experience for senior leaders across government agencies. The program paired behaviorally anchored assessment tools with in-depth, one-on-one feedback debriefs and targeted development planning.
Each assessment was designed to align with the organization’s leadership framework, while the feedback process focused on building self-awareness, surfacing blind spots, and connecting insights to real organizational challenges. I also facilitated interactive workshops to help leaders apply feedback in areas like strategic planning, team engagement, and leading through change.
My Role: I designed and delivered over 40 executive-level 360 feedback reports and facilitated one-on-one debriefs for senior leaders, helping them interpret results and identify meaningful development opportunities. I also developed and facilitated workshops focused on strategic planning, change management, and post-COVID team reintegration. In close collaboration with coaches and clients, I refined assessment content and engagement strategies to improve relevance and impact. Additionally, I provided guidance on development planning and follow-through, supporting leaders in translating insights into action, and helped integrate assessment results into broader leadership development initiatives.
Key Features
Executive-Level Focus: Designed specifically for senior leaders, with customized rater categories and competencies aligned to strategic leadership behaviors.
One-on-One Debriefs: Each leader received an individualized report and a guided debrief session to explore insights and set priorities.
Actionable Insights: Reports included clear behavioral examples, rater trends, and goal-setting prompts to bridge the gap between feedback and action.
Interactive Group Workshops: Delivered as follow-up sessions to help leaders apply insights in team, peer, and enterprise-level contexts.
Collaborative Design: Ongoing feedback from coaches, HR partners, and participants shaped refinements to both tools and delivery.