Surveys & Listening
The more senior someone is, the less honest feedback they receive. Altavise runs confidential 360-degree feedback that gathers the real view from a leader's manager, peers, and reports, and pairs it with a coach who turns the results into actual change.
Why it matters
Once someone leads a team, the honest feedback dries up. Reports are careful, peers are political, and the annual review is too high-level to help. So blind spots calcify, and the behaviors that limit a good leader go unnamed for years.
A well-run 360 breaks that. We collect candid, confidential input from the people around the leader, synthesize it into a clear picture of strengths and blind spots, and, crucially, pair it with coaching so the feedback becomes a development plan rather than a bruise.
What you get
Outcomes
Leaders finally hear the things no one has been willing to tell them, surfaced safely and constructively. Naming a blind spot is the first step to doing anything about it.
The feedback becomes two or three focused shifts with a coach behind them, not a generic report that gets filed and forgotten. Insight only matters if it changes behavior.
Investing in a leader's growth is a signal your best people feel, and it makes them more likely to stay and lead well. Development is a retention tool.
Questions
Yes. Raters are anonymous and input is synthesized so no single response is identifiable, which is what makes it candid.
Yes. We do not just hand over a report. A coach debriefs it and builds the development plan with the leader.
A few weeks from setup to debrief.
Yes, individually and as a group, which is especially useful after a merger or reorg.
Investing in a leader?
Tell us who you want to develop and we will scope a 360 and coaching.
Run a 360