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Self-Assessment & Goals
You complete a brief self-assessment; together we identify leadership and organizational goals, discuss key challenges, and raise the big questions.
Enhance your leadership, empower your team, and strengthen your organization — through confidential, interview-based 360° reviews.
Confidential · Interview-based · Individual and company-wide
A 360° review gathers honest, confidential feedback about you from the people who work around you — direct reports, managers, co-founders, and board members — and turns it into a concrete leadership development plan.
We all have blind spots. And when you’re starting something new, doing the job for the first time, learning as you go — that’s when a 360 review is most impactful.
Think of a 360 like an engineering retro. I gather actionable feedback from your direct reports, managers, co-founders, board members, and the company at large. Then we aggregate, rank, and formalize the key “stop, start, continue” items about you and your organization — and co-create an actionable roadmap to track progress and amplify your strengths as a leader.
Rich feedback comes from rich conversations. Instead of surveys and forms, my 360 process uses focused one-on-one interviews — so I can pull on threads a standardized questionnaire would gloss over, and unearth deeper insights.
You complete a brief self-assessment; together we identify leadership and organizational goals, discuss key challenges, and raise the big questions.
We identify 8–12 people across your sphere of influence — reports, peers, co-founders, board members — for confidential interviews with your coach.
I conduct the interviews, consolidate the insights with any additional context, and produce a report highlighting trends and second-order effects.
Report in hand, you and I review the findings together and collaborate on a personalized coaching program to integrate the feedback.
We work through the roadmap session by session, tracking progress and checking back with the organization to verify real impact.
It takes someone outside your culture to see the whole picture — and to help you implement lasting change.
Most companies suffer from a lack of organizational clarity, ineffective systems, or missing resources and information — and leaders are often too close to see where those problems come from. That’s especially true for founders scaling from angel or seed stage through Series A.
A Company 360 applies the same interview-based process to the organization at large — surfacing the bigger, structural blind spots, weaknesses, gaps, and inefficiencies. Much of this feedback naturally surfaces during an individual 360, but a review dedicated to the company itself carries two key differences:
See yourself the way your team sees you: which strengths to lean into, which gaps to close, and how your decisions actually land.
People who are heard invest more deeply. A 360 gives your team a safe, structured channel to shape how the company is led.
Honest feedback surfaces the unclear roles, broken systems, and missing information that quietly slow the whole company down.