Development at scale becomes leadership capability mapping.
Two products in one: personal development at the individual level, and leadership capability mapping at the group level. Forward-looking — raters suggest what would make someone more effective, not just what they've done.
Not what you did. What would make you more effective.
Traditional 360 asks raters to evaluate past behaviour. FeedForward asks them to suggest what would make the individual more effective in future. It's a subtle shift — with a significant effect on the quality of the output and the motivation to act on it.
"How well does this person communicate?"
Backward-looking. Invites criticism. Creates defensiveness. Hard to act on because it focuses on the past.
"What would make this person more effective in how they communicate?"
Forward-looking. Constructive. Easier to give, easier to receive, and directly translatable into action.
Personal development. And organisational capability.
Two frameworks. Choose for the role.
Two separate frameworks — choose based on the roles being assessed.
Traditional 360 still available for those who need it.
FeedForward is our recommendation. But some organisations need a traditional backward-looking 360 for appraisal, accreditation, or governance purposes. We offer both — and can advise on which is appropriate for your context.
Talk to us about 360 optionsThe final step in the system.
FeedForward uses the behavioural language established at hire. Development priorities align with the traits that mattered from the start. The system closes the loop.