The PROFILOR® 360 Assessment:Science‑Driven Leadership Feedback
Turn multi‑rater feedback into clear development priorities with research‑based insights, benchmark comparisons, and actionable coaching recommendations.
Trusted worldwide | 750K+ participants | 7M+ raters | 12 languages | 75 countries
What Is a 360 Degree Leadership Assessment?
A 360 assessment gathers feedback from people who work with a leader, often peers, direct reports, and supervisors, to create a complete view of leadership behaviors and impact. The PROFILOR® 360 combines this multi‑rater input with validated competency science so you can identify strengths, close blind spots, and build focused development plans.
- Capture self vs. others’ perceptions to build self‑awareness
- Identify high‑impact behaviors linked to leadership success
- Turn data into practical development priorities and action plans
Built on I‑O Psychology Research. Designed for Real‑World Leadership.
The PROFILOR® 360 is grounded in Industrial‑Organizational Psychology research and built from an extensive library of leadership competencies and observable behaviors. Your results are presented in clear, decision‑ready formats that help leaders and organizations take action immediately.
Research‑Based Model
360 assessments grounded in research and expertise to get feedback that is aligned to leadership behaviors that matter.
Built for Leaders
Leadership 360 assessments designed from an extensive library of competencies and behaviors critical to success.
Actionable Insights
Translate multi-rater feedback into coaching‑ready insights, development suggestions, and next steps.
Benchmark Data
Compare against industry-specific norms and thousands of executive leadership assessments so you can interpret performance and prioritize development.
Key Benefits of The PROFILOR® 360 Assessment
Improve Self Awareness
Leaders gain insight into how their behaviors and decisions are perceived by others. The PROFILOR® highlights gaps between self-perception and others’ perceptions.
Strengthen Alignment with Others
Our 360 assessment receives input from peers, direct reports, supervisors, and sometimes external stakeholders to offer a well-rounded leadership effectiveness analysis.
Focused Development
Identifies specific strengths and areas for improvement to help prioritize leader development goals aligned with organizational needs.
Increase Accountability
360 self assessments encourage open dialogue and trust within teams to help leaders understand the impact of their communication style and approach.
Group Analytics & Trends
Spot patterns, plan initiatives, and track progress across cohorts and programs to drives accountability and continuous improvement.
Organizational Change & Development
Leadership development assessments promote a feedback-rich culture to engage employees in 360 feedback, boosting morale and retention.
Hear What Our Clients Have to Say
“Easy to administer and configure.”
With many service providers, it can be a hassle to schedule and administer 360s. Assessments International makes it easy with their PROFILOR® report, and their incredibly responsive humans (vs. chatbot or AI assistants) who ensure you get any questions answered rapidly. My business stakeholders like the simplicity of the benchmark wheels, and as the administrator, I appreciate the ease of configuring the launch.
Sam Young, Ph.D.
Group Manager, Global Talent and Performance Management | Avanade
“Highly customized and actionable.”
We have had the pleasure of partnering with Assessments International and we chose them because of their customization capabilities, understanding of our unique needs, and fast turnaround times. Their platform allowed us to fully customize the entire report and development suggestions to align with our organizational culture and core competencies. This level of customization ensures that the report feedback is not only relevant, but also actionable, providing our team with clear and tailored development strategies. Assessments International’s commitment to understanding our specific requirements and their flexibility in adapting their tools to fit our current internal infrastructure is impressive. We highly recommend them!
Sam Rosa
Sr. L&OD Program Specialist, Talent & Culture | Calix
“Coaching + action planning delivered real results.”
Working with Assessments International on Casella’s Executive 360s was a highly beneficial experience for our organization. Receiving coaching, based on key feedback, gave our highest leaders the space to be proactive with opportunities that they may not have been privy to previously. Casella’s BOD was thrilled with the results of the action planning that came from the program and it has been very rewarding for our HR department to assist in providing it! The ladies and gentlemen at AI have been wonderfully supportive and attentive through every step of the process.
Abbey Thomas
Talent Development Manager | Casella Engagement & Learning Center
“Professional facilitation and strong guidance.”
Assessments International (AI) has been an effective partner in the success of the City’s Management Academy, which is a leadership program for the City of Phoenix Middle Managers and Executives. AI provided a comprehensive 360-degree review product, coupled with their professional facilitation, has contributed to the Academy’s effectiveness. Participants in the inaugural academy praised the in-person facilitation and the guidance provided by AI’s knowledgeable staff. HR staff felt that the partners at AI were supportive in implementing the 360-degree review.
Megan Avalos
Deputy HR Director | City of Phoenix
Ready to strengthen leadership impact?
Meet with an expert to learn how The PROFILOR® 360 can support your leadership development goals.
FAQs (Frequently Asked Questions)
A 360-degree leadership assessment collects feedback from multiple perspectives, often peers, direct reports, supervisors, and others. along with a leader’s self‑assessment. It helps leaders understand how their behaviors are perceived, identify strengths and opportunities for improvement, and create substantive and focused action plans based on this robust feedback.
It is development‑focused, not a replacement for performance reviews. Its power comes from revealing how leaders are truly experienced by others, enabling self‑awareness and growth.
A 360-degree assessment process typically includes the following steps for a participant
- Completing a self-assessment
- Choosing raters
- Collecting anonymous (except for manager) multi-rater feedback
- Analyzing perceptions and feedback themes
- Discussing results with a coach
- Building and implementing a development action plan
- Reassessing progress over time
- Continuing the development process
Choose raters who frequently observe the leader’s work behaviors. A balanced rater group often includes direct reports, peers, supervisor(s), and sometimes cross‑functional partners or external stakeholders. Balanced input improves accuracy and ensures the results reflect real day-to-day leadership impact.
Yes. Many organizations align assessment content to their leadership framework, competencies, and values. Customization helps ensure feedback is relevant to your culture and role expectations, and that development recommendations translate into practical next steps leaders can apply immediately.
Beyond individual development, organizations use group analytics to identify patterns across leaders, teams, or cohorts. This helps HR and L&D prioritize development initiatives, measure program outcomes, and support organizational change with data‑informed leadership strategies.
