10 Best 360 Feedback Tools for Leadership Development

Think of a leader’s self-perception as a single map. It’s useful, but it doesn’t show the whole terrain. A manager’s review adds another map, offering a different perspective. But 360-degree feedback is like satellite imagery—it provides a complete, multi-dimensional view, revealing blind spots and hidden strengths you’d otherwise miss. This comprehensive picture is the foundation for real growth. To get this view, you need the right technology. The market is full of options, each promising different features and results. We’ve done the research to help you find the right fit, breaking down the best 360 feedback tools for leadership development.

Key Takeaways

• Prioritize the process over the platform: The success of your 360 program hinges on trust and clear communication. How you prepare your team and frame feedback as a developmental tool has a far greater impact than the specific software you choose.
• Translate feedback into an actionable plan: Data is only valuable when it leads to action. Guide leaders to distill their feedback into a few key priorities and create a written development plan with clear, measurable goals to ensure insights lead to real growth.
• Establish a rhythm for continuous growth: Treat 360 feedback as a cycle, not a single event. Create lasting change by scheduling regular assessments and encouraging frequent, informal conversations about development to make feedback a core part of your culture.

Why Is 360-Degree Feedback So Important for Leadership Growth?

Effective leadership isn’t just about hitting targets; it’s about self-awareness and understanding your impact on the people around you. While a traditional performance review offers one perspective, it doesn’t provide the full picture. That’s where 360-degree feedback comes in. It’s a powerful tool for helping leaders see themselves as others see them, creating a clear path for meaningful growth.

What Is Multi-Source Feedback?

Think of multi-source, or 360-degree, feedback as a way to get a complete view of a leader’s performance. Instead of just hearing from a direct manager, this process gathers confidential feedback from a full circle of colleagues—including direct reports, peers, and supervisors. The leader also completes a self-assessment, comparing their own perceptions against the feedback they receive. This method moves beyond a single point of view to uncover blind spots and confirm strengths. By collecting these diverse perspectives, you get a much more accurate and well-rounded understanding of a leader’s effectiveness and areas for developing leaders within your organization.

How It Shapes Leadership Development

360-degree feedback is a game-changer for leadership development because it closes the gap between intent and impact. A leader might think they’re being clear and direct, but their team may perceive them as blunt or unapproachable. This feedback provides concrete, behavior-based insights that help leaders see these disconnects. It’s not about criticism; it’s about clarity. With this information, leaders can create targeted development plans that focus on the specific skills and behaviors that matter most. Tools like the Leadership Practices Inventory (LPI 360) are designed to turn this feedback into a clear roadmap for growth, helping you support and retain your best people.

Create a Culture of Continuous Growth

When you introduce 360-degree feedback, you’re sending a powerful message: our organization is committed to growth, transparency, and self-awareness. It helps shift feedback from a dreaded annual event to a normal part of professional development. This process builds trust and encourages open dialogue, which is the foundation for improving team performance. When leaders model how to receive feedback gracefully and act on it, they create a ripple effect. Teams become more comfortable sharing constructive input, leading to stronger relationships, higher engagement, and a healthier workplace culture where everyone is invested in continuous improvement.

What to Look for in a 360 Feedback Tool

Choosing a 360 feedback tool can feel overwhelming with so many options available. The right platform does more than just collect opinions; it provides a clear, structured path for growth. The wrong one can create confusion, frustration, and a pile of data that no one knows how to use. The goal is to find a tool that makes the process smooth for everyone involved—from the HR team administering the survey to the managers giving feedback and the leaders receiving it.

Think of the tool as the foundation of your feedback program. A strong foundation supports a process that is fair, insightful, and genuinely helpful. It should help you gather honest feedback, make sense of it, and turn those insights into concrete development plans. As you explore your options, focus on platforms that prioritize valid science, user privacy, clear reporting, and a seamless experience. These elements are the difference between a one-time feedback event and a lasting culture of continuous improvement.

Validated Assessment Methods

Not all feedback tools are created equal. The most effective ones are built on validated assessment methods, which means they’ve been researched and tested to ensure they are reliable and measure what they claim to measure. A validated tool provides confidence that the feedback is accurate and truly reflects a leader’s behaviors. This scientific rigor ensures you’re not just collecting subjective opinions but gathering structured, meaningful data. Look for tools like the Leadership Practices Inventory® that are backed by extensive research, ensuring the questions are relevant and the results are dependable for guiding leadership development.

Data Security and Privacy

Trust is the cornerstone of any successful 360 feedback process. Raters need to feel certain that their responses will remain confidential and anonymous. Without this psychological safety, you’re likely to get watered-down, overly positive feedback that isn’t helpful for anyone. A quality tool will have robust security features and a clear privacy policy that protects participant data. This commitment to confidentiality encourages honest, candid feedback, which is essential for genuine self-awareness and growth. It shows your team that you are serious about building effective workplace relationships based on respect and trust.

Clear Reporting and Analytics

Raw feedback data can be difficult to interpret. The best 360 feedback tools transform that data into clear, intuitive, and actionable reports. A great report doesn’t just show scores; it tells a story. It should visually highlight a leader’s strengths, pinpoint specific areas for development, and show gaps between their self-perception and how others see them. These insights are critical for creating targeted development plans. The goal is to equip leaders with a clear understanding of their impact so they can focus their efforts where it matters most, which is a key part of developing leaders effectively.

An Intuitive User Experience

If a tool is clunky or confusing, people won’t use it—or they’ll rush through it just to get it done. A simple, intuitive user experience is essential for everyone involved. For raters, the process of giving feedback should be straightforward and take a reasonable amount of time. For leaders, accessing and understanding their report should be easy. For administrators, setting up and managing the process shouldn’t require a technical degree. The technology should fade into the background, allowing the focus to remain on the quality of the feedback and the developmental conversations that follow, ultimately improving team performance.

Integration Capabilities

A 360 feedback tool is most powerful when it connects with the other systems you already use, such as your Human Resources Information System (HRIS) or Learning Management System (LMS). Integrations streamline the administrative side of the process, making it easier to manage participants and track progress over time. More importantly, connecting your feedback tool to your broader talent development ecosystem helps embed continuous feedback into your culture. It positions the 360 assessment not as an isolated event, but as an integral part of your organization’s ongoing commitment to developing leaders at every level.

Our Top 10 Picks: 360 Feedback Tools for Developing Leaders

With so many 360-degree feedback tools on the market, finding the right one can feel like a project in itself. To make it easier, we’ve put together a list of our top 10 favorites. Some are standalone assessment tools designed specifically for leadership feedback, while others are part of larger performance management platforms. Each one offers a unique approach, but all are excellent resources for developing leaders within your organization.

This list is designed to give you a starting point. As you review these options, think about your company’s specific goals, your existing systems, and the kind of experience you want to create for your leaders and their teams. The best tool is the one that fits your needs and helps you turn valuable feedback into meaningful, sustainable growth.

1. Leadership Practices Inventory (LPI 360)

The Leadership Practices Inventory (LPI) 360 is one of the most trusted leadership assessment tools available. It’s built on the evidence-based framework of The Five Practices of Exemplary Leadership®, providing a clear and actionable model for leaders. The LPI 360 gathers feedback on how frequently leaders demonstrate 30 specific behaviors, giving them a detailed and balanced view of their strengths and areas for improvement. Because it’s so focused and research-backed, the feedback is easy to understand and translate into a concrete development plan. It’s an excellent choice for organizations that want a proven, straightforward tool dedicated entirely to leadership development.

2. Everything DiSC 363 for Leaders

If you’re looking for a 360 tool that’s both insightful and easy to digest, Everything DiSC 363 for Leaders is a fantastic option. It combines the power of 360-degree feedback with the simplicity and insight of the DiSC model. What makes it stand out is its focus on providing clear, constructive feedback. It uses a feature called CommentSmart, which allows raters to choose from pre-written, highly-tested comments, saving them time and preventing unhelpful or vague open-ended feedback. The final report gives leaders a comprehensive look at their performance through the lens of DiSC, helping them understand not just what they need to work on, but why.

3. Lattice

Lattice is a comprehensive performance management platform that does much more than just 360s. It integrates feedback with goal-setting (OKRs), one-on-one meeting agendas, employee engagement surveys, and performance reviews. For organizations looking for an all-in-one solution, Lattice is a powerful choice. Its 360-degree feedback tool is designed to be part of a continuous cycle of growth and development. Leaders can see how feedback connects directly to their goals and overall performance, making it easier to track progress over time. It’s ideal for companies that want to embed feedback into their daily operations and foster a culture of growth.

4. Culture Amp

Culture Amp is an employee experience platform that helps organizations improve engagement, performance, and development. Its 360-degree feedback tool is designed with development at its core. It provides leaders with a holistic view of their skills by gathering feedback on key competencies like leadership, communication, and strategy. The reports are visually intuitive and highlight key themes, making it easy for leaders to identify their biggest opportunities for growth. Culture Amp also offers skill-based development resources, helping leaders take immediate action on the feedback they receive. It’s a great tool for companies focused on building a feedback-rich culture.

5. CCL Benchmarks

The Center for Creative Leadership (CCL) is a global leader in leadership development research, and its Benchmarks® suite of 360-degree assessments reflects that expertise. These tools are rigorously validated and measure a comprehensive set of leadership competencies that are critical for success. The feedback reports are incredibly detailed, providing leaders with normative data that shows how their scores compare to a global database of other leaders. This context is invaluable for setting realistic development goals. CCL Benchmarks is an excellent choice for organizations that want a robust, research-driven assessment to anchor their leadership development programs.

6. Mitratech Perform

Mitratech Perform (formerly Trakstar) is a performance management tool designed to be straightforward and effective. Its 360-degree feedback feature is easy to set up and manage, allowing you to gather multi-rater feedback without a complicated process. The platform excels at tracking performance trends over time, so leaders can see a clear picture of their progress from one review cycle to the next. It also integrates well with goal-setting and performance reviews, ensuring that feedback is tied to tangible business outcomes. Mitratech Perform is a solid choice for organizations that need a user-friendly tool to streamline their entire performance and feedback process.

7. Spidergap

If customization is your top priority, Spidergap is a tool worth exploring. It’s one of the most flexible 360-degree feedback tools available, allowing you to tailor everything from the questions and competencies to the branding of the reports. This makes it easy to align the feedback process with your organization’s unique values and leadership model. Spidergap is also known for its exceptionally clear and action-oriented reports. They are designed to be so easy to understand that leaders can create their own personal development plans without needing extensive HR support. This focus on employee-led growth makes Spidergap a powerful and empowering option.

8. Primalogik

Primalogik offers a clean, intuitive, and customizable 360-degree feedback tool that is popular with small and mid-sized organizations. It allows you to easily combine quantitative ratings with qualitative, open-ended questions to get a balanced perspective on a leader’s performance. The platform supports self-assessments, manager reviews, and peer feedback, giving you a complete picture. The reports are straightforward and help leaders quickly identify their strengths and development areas. Primalogik is a great option for teams that want a simple, no-fuss tool that delivers clear and actionable insights without overwhelming users with unnecessary features.

9. 15Five

15Five is a continuous performance management platform built to make feedback a regular part of the work week. Its name comes from the idea that employees should take 15 minutes each week to write a report that takes their manager no more than five minutes to read. The 360-degree feedback feature is a natural extension of this philosophy. It’s designed to support ongoing conversations about growth and development rather than being a standalone annual event. By integrating feedback with weekly check-ins, OKRs, and recognition, 15Five helps organizations create a holistic system where leaders are constantly receiving the input they need to improve.

10. ThriveSparrow

ThriveSparrow (part of the SurveySparrow family) is designed to make the feedback process more engaging and conversational. Its interface feels more like a chat than a traditional survey, which can lead to higher completion rates and more thoughtful responses from raters. The platform’s 360-degree assessment tool provides detailed reports that include a gap analysis, showing the difference between how leaders perceive themselves and how others see them. This can be a powerful catalyst for self-awareness and growth. For organizations looking to make the feedback experience more positive and user-friendly, ThriveSparrow is an innovative choice.

How to Choose the Right 360 Feedback Tool for Your Team

With so many options available, selecting the right 360 feedback tool can feel like a huge task. The best platform isn’t just about fancy features; it’s about finding the one that fits your team’s culture, goals, and budget. A tool that works wonders for a fast-growing tech startup might not be the right fit for a large government agency. To find the perfect match, you need to look at your specific situation from a few key angles. By focusing on your organization’s needs, budget, implementation plan, and available support, you can confidently choose a tool that helps your leaders grow and your teams thrive.

Assess Your Organization’s Needs

Before you even start looking at demos, take a step back and define what you actually need. A great first step is to “list what you need, what systems you already use, and what you want to achieve.” Are you trying to build self-awareness in emerging leaders, improve team collaboration, or tie feedback to performance metrics? Your primary goal will determine which features are essential. Make a list of must-haves versus nice-to-haves. For example, do you need integration with your current HR software? Is anonymity a critical feature for your company culture? Understanding these priorities will help you filter your options and focus on the tools that will genuinely support your efforts in developing leaders.

Clarify Your Budget

Cost is always a factor, and with 360 feedback tools, “prices vary a lot, from a few dollars per user per month to custom pricing for larger companies.” Don’t just look at the sticker price. Consider the total cost of ownership, which includes setup fees, training costs, and charges for additional support. Some platforms charge per user, while others charge per assessment. Think about how many leaders will be participating now and in the future to determine which pricing model works best for you. The goal isn’t to find the cheapest option but to find the one that delivers the most value and aligns with the outcomes you want to see.

Consider the Implementation Process

A great tool is useless if no one uses it correctly. A smooth implementation process is key to getting your 360 feedback program off the ground successfully. Look for a tool that is intuitive and straightforward to set up. More importantly, think about how you’ll get your team on board. To ensure the process is taken seriously, “make sure managers are part of the process from the start.” When leaders are involved and champion the initiative, it signals its importance to the entire organization. Ask potential vendors about their onboarding process and what level of support they provide to ensure a seamless rollout.

Review Support and Training Options

The quality of a 360 feedback process depends entirely on the quality of the feedback given. A tool can’t force people to be thoughtful or constructive. That’s why it’s so important to “provide resources and training to reviewers to help them provide accurate ratings and useful, constructive comments.” When evaluating tools, look at the support and training options the vendor offers. Do they have guides, webinars, or live training sessions to teach participants how to give and receive feedback effectively? A vendor that invests in user education is a partner in your success. You can also find helpful materials in our own Resource Center to supplement any tool-specific training.

How to Set Up a Successful 360 Feedback Program

Selecting the right 360 feedback tool is a great first step, but the real magic happens in the rollout. A thoughtful implementation process is what turns a good tool into a powerful catalyst for growth. Without a clear plan, even the best software can fall flat, leading to confusion, mistrust, and wasted potential. To make sure your program has a lasting impact, you need to build a solid foundation from the start. This involves preparing your leaders, training your people, and creating a clear path from feedback to action.

Prepare Your Leadership Team

Before you launch any 360 feedback initiative, your first conversation should be with your leadership team. It’s essential that they understand and champion the process. Frame the 360 feedback program for what it is: a tool for development, not a performance evaluation. This distinction is critical for building trust. Explain how the insights will be used to support and develop leaders, helping them identify their strengths and uncover blind spots. When leaders are on board and see the value for their own growth, they become the program’s best advocates, setting a positive and open tone for the entire organization.

Train Participants and Raters

Simply giving people a tool and asking them to provide feedback isn’t enough. To get meaningful results, you need to teach them how to give and receive feedback constructively. Host training sessions for all participants—both the leaders being reviewed and the raters providing input. The goal is to help reviewers provide accurate ratings and useful, well-phrased comments that are specific and actionable. This training reduces anxiety and resistance, ensuring the feedback is high-quality and truly helpful. It also reinforces the skills needed for building effective workplace relationships based on honesty and respect.

Create Individual Development Plans

The 360 feedback process shouldn’t end once the report is delivered. The true value comes from turning those insights into tangible action. Each leader should use their feedback to create an individual development plan. This plan helps them focus on specific areas for improvement, turning self-awareness into a roadmap for growth. Tools like the Leadership Practices Inventory (LPI 360) are designed to identify strengths and opportunities, making it easier to set clear, achievable goals. Working with a manager or a coach can help leaders translate their feedback into a concrete plan they can start working on right away.

Keep the Momentum Going

A one-time 360 review can be insightful, but creating a culture of continuous feedback is what drives sustainable change. The initial assessment should be the start of an ongoing conversation about growth and development. Encourage managers and their team members to have regular check-ins to discuss progress on development plans. To truly embrace a culture of continuous feedback, it’s essential to provide ongoing training on how to give and receive feedback effectively. This approach makes development a consistent practice rather than an annual event, leading to long-term improvements in team performance and leadership effectiveness.

Make Your 360 Feedback Program Last

Launching a 360 feedback program is a significant first step, but the real work begins after the initial reports are delivered. A common pitfall is treating 360 feedback as a one-time event—a box to be checked off a list. When this happens, the momentum fades, development plans gather dust, and the entire initiative loses credibility. To create lasting change, you need to think of your 360 program not as a project with an end date, but as a cyclical process that fuels continuous growth.

Sustaining a 360 feedback program requires a deliberate and ongoing commitment. It’s about embedding the principles of open communication and self-awareness into your organization’s DNA. This means creating an environment where feedback is seen as a gift, not a threat, and where leaders are actively supported in their development journey. By focusing on building trust, ensuring quality, managing resistance, and establishing a consistent rhythm, you can transform your 360 feedback initiative from a short-term exercise into a long-term catalyst for developing leaders and strengthening your entire organization.

Build Trust to Encourage Participation

Trust is the bedrock of any successful feedback program. If participants don’t trust the process or fear retribution, they’ll be hesitant to offer honest input, and leaders will be defensive when receiving it. To foster trust, be transparent about the purpose of the program: it’s a tool for development, not for performance evaluation or promotion decisions. Clearly communicate how data will be collected, who will see it, and how it will be used. Leaders can set the tone by participating first and modeling vulnerability, openly sharing what they’ve learned and the development goals they’re setting for themselves. This demonstrates a genuine commitment to growth and helps create a psychologically safe environment for everyone involved.

Ensure the Feedback is High-Quality

The value of a 360 assessment depends entirely on the quality of the feedback provided. Vague or biased comments aren’t just unhelpful; they can be actively harmful. To get meaningful results, you need to equip raters with the skills to provide constructive, specific, and actionable feedback. Offer training on how to avoid common rater biases and how to frame comments around observable behaviors. Providing resources and clear guidelines helps reviewers give accurate ratings and useful comments. Using a validated tool like the Leadership Practices Inventory (LPI 360) also provides a solid framework, ensuring the feedback is structured and relevant to key leadership competencies.

Address and Manage Resistance

It’s natural for people to feel anxious or skeptical about a 360 feedback process, especially if it’s new. Don’t ignore this resistance—address it head-on. Create forums where employees can ask questions and voice their concerns. Frame the initiative as an investment in their personal and professional growth. When people understand the “why” behind the program and see that it’s designed to support them, their apprehension often turns into engagement. By proactively managing these concerns, you can prevent potential roadblocks and foster a more positive and open attitude toward the feedback process, ultimately building more effective workplace relationships.

Measure the Program’s Success

How do you know if your 360 feedback program is actually working? You need to define and measure success. Before you launch, identify the key outcomes you want to achieve. Are you looking to improve specific leadership skills, increase employee engagement, or see better team performance? Set clear metrics to track your progress. Assessing leadership effectiveness over time allows you to see the impact of your development efforts and demonstrate the program’s value to stakeholders. Regularly collecting feedback on the process itself will also help you refine your approach and ensure it remains relevant and effective for your organization.

Establish a Regular Feedback Cadence

To build a true culture of feedback, the conversation can’t stop after the 360 reports are reviewed. Make feedback a continuous practice, not an annual event. Schedule formal 360 assessments at regular intervals, such as every 12 to 18 months, to track progress and identify new development areas. More importantly, encourage informal, ongoing feedback conversations in day-to-day work. When giving and receiving feedback becomes a normal part of how your teams operate, you create a powerful engine for continuous improvement and professional growth. This consistency is essential for improving team performance in the long run.

Turn Feedback into Real Growth

Choosing the right 360 feedback tool is a great first step, but the real work begins after the reports are generated. The data you collect is only valuable if it leads to genuine development. A stack of feedback reports gathering dust on a shelf won’t help anyone. To make a lasting impact, you need a clear process for turning those insights into tangible growth for your leaders and your organization.

This means creating a supportive structure that helps leaders understand their feedback, build a plan, and stay accountable. When you commit to this follow-through, you transform the 360-degree feedback process from a simple assessment into a powerful catalyst for developing better leaders. It becomes a core part of your culture, showing everyone that you’re invested in their personal and professional growth. The following steps will help you build a system that ensures feedback leads to meaningful, lasting change.

Translate Feedback into Actionable Steps

Once a leader receives their 360 feedback report, the immediate question is, “What now?” The key is to move from observation to action. A report full of data can be overwhelming, so the goal is to help the leader distill it into a few focused priorities. Instead of trying to fix everything at once, guide them to identify one or two key behaviors that will have the biggest positive impact on their effectiveness.

Work with them to create a clear, written development plan with specific, measurable goals. This plan is their roadmap. It should outline the exact steps they will take, the resources they’ll need, and how they’ll measure success. A certified coach can be an invaluable partner in this process, helping leaders process the feedback objectively and build a realistic plan they can commit to.

Support Ongoing Development

A development plan is a great start, but leaders need consistent support to bring it to life. Growth is a journey, not a one-time event. Your organization’s role is to provide the resources and encouragement needed to practice new behaviors and build new skills over time. This support system shows your leaders that you’re truly invested in their success.

This can take many forms, such as pairing leaders with mentors, offering specialized workshops, or providing access to online learning modules. Assessments like the Leadership Practices Inventory (LPI 360) are designed specifically for this kind of ongoing development, helping leaders gain a better understanding of themselves and adapt their approach. When you create an environment rich with learning opportunities, you empower your leaders to grow both personally and professionally.

Track Individual and Team Progress

How do you know if your 360 feedback program is actually working? By tracking progress. Regularly checking in on development goals keeps leaders motivated and demonstrates the organization’s commitment to their growth. It also provides valuable data on the program’s overall effectiveness, helping you refine your approach for the future.

Schedule periodic check-ins between leaders and their managers or coaches to discuss progress, celebrate wins, and troubleshoot challenges. After a significant period, like 12 to 18 months, consider re-administering the 360 assessment. This allows leaders to see measurable change based on new feedback, which can be incredibly validating. Tracking progress not only benefits the individual but also helps in improving team performance as leadership skills strengthen across the board.

Create a System of Accountability

Accountability is the element that ties everything together. It ensures that development plans are actively pursued rather than forgotten. When leaders know they are accountable for their growth, they are far more likely to stay engaged in the process. This doesn’t have to be a top-down, punitive system; instead, it should be a supportive framework that encourages follow-through.

Managers play a crucial role here by regularly discussing development goals in their one-on-one meetings. Encourage leaders to share their goals with their own teams or a trusted peer mentor. This creates a sense of shared responsibility and support. By making development an ongoing conversation, you embed accountability into your culture. This aligns with what employees want: regular, real-time feedback that is part of a continuous effort to help them succeed.

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Frequently Asked Questions

How is 360-degree feedback different from a standard performance review? Think of it this way: a performance review typically looks backward to evaluate past performance against set goals, and it usually involves just you and your manager. 360-degree feedback looks forward. Its sole purpose is development. It gathers a wide range of perspectives from peers, direct reports, and supervisors to help a leader understand their impact and identify blind spots, creating a clear path for future growth.

What’s the best way to handle a situation where a leader receives difficult or surprising feedback? Receiving tough feedback can be a shock, but it’s often where the most significant growth happens. The first step is to create a safe space for the leader to process the information without feeling defensive. This is where working with a manager or a certified coach is invaluable. They can help the leader look for themes, understand the gap between their intentions and their impact, and frame the insights as an opportunity to build new skills.

How can we encourage people to give honest, constructive feedback instead of just being polite? Honest feedback hinges on trust and training. You have to be completely transparent that the process is confidential and used strictly for development, not for performance ratings or promotion decisions. It’s also essential to train raters on how to give effective feedback. This means teaching them to focus on specific, observable behaviors and their impact, rather than making vague statements or personal judgments.

Is this a one-time thing, or should we do it regularly? To get the most value, 360 feedback should not be a one-time event. The initial assessment serves as a valuable baseline, helping a leader create a focused development plan. Re-assessing every 12 to 18 months is a great way to measure progress and identify new areas for growth. The ultimate goal is to build a culture where feedback is a continuous and normal part of professional development, not just an annual task.

Can we use 360 feedback for our entire team, or is it just for senior leaders? While 360 feedback is a powerful tool for senior leadership, its benefits aren’t limited to the C-suite. It can be incredibly effective for developing leaders at all levels, from first-time managers to high-potential individual contributors. The key is to use it for anyone whose role requires influencing and collaborating with others. The process helps build self-awareness early, which is a foundational skill for a strong leadership pipeline.