Impact 360^™

Built for the decisions that follow it

Impact 360™ is used for year-end reviews that feed promotion decisions, at the start of leadership programmes and as a yearly re-measure, so each round builds on the last in the same leader record. Your people team can run it on the platform, choosing respondents and following progress while seeing who has responded and never what anyone said, and the reading of the results stays with RESILIGENT, because an independent account of how a leader is experienced carries a weight that an internal one cannot.

Five leadership domains

Leading Self, Leading Others, Leading the Business, Leading Change, and Leading Relationships and Impact, each rated from every perspective so the report shows where views agree and where they part.

Why it mattersA leader sees the gap between how they see themselves and how others experience them, which is where development starts.

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Based on test data. No real profiles used.

What the report gives you

Feedback from every direction

Manager, peers, direct reports, cross-functional stakeholders and external partners respond alongside the leader's own assessment, with answers grouped so that no individual response can be identified.

Where views meet and where they part

Radar charts set each rater group side by side, showing where perceptions align, where they diverge and where the leader has a blind spot.

What the scores mean

Each report explains the pattern behind the scores, the strengths it shows and the development it points to, in language a leader can act on.

What people want more and less of

Raters say what the leader should continue, start and stop doing, and the report draws out the themes that recur across their comments.

A development plan

Every report ends with prioritised actions for building on strengths and closing gaps, with steps for now and for the longer term.