Set the baseline.
Use feedback scores and themes to identify strengths and development priorities. Agree how progress will be assessed.
Vibe 360
Get to the heart of leadership.
A clearer view of how people lead, through the eyes of those they work with. Vibe 360 combines feedback tailored to your organisation, personal and executive reporting, and coaching that turns insight into a practical development plan.
DESIGNED AROUND YOUR ORGANISATION
Your values. Your leadership framework. Your 360.
We design the questions and competencies around your values and leadership framework, with your language and branding throughout.
Feedback from managers, peers, direct reports and relevant external stakeholders gives leaders a rounded view of their impact.
- Questions and competencies designed with you
- Branded personal reports and executive insight
- Internal and external stakeholder perspectives
- Scalable delivery across locations and languages
WHAT YOUR PEOPLE TAKE AWAY
Self-awareness that leads somewhere.
Personal reports and supported conversations identify strengths, blind spots and differences in perception. Leaders choose a manageable set of actions to apply at work.
- Identify strengths and potential blind spots
- Translate feedback into meaningful personal objectives
- Connect leadership behaviour to your mission and values
- Use continuing feedback to check what is changing
MEASURE WHAT MATTERS
A rounded view of leadership behaviour.
Your framework determines what is assessed. Typical Vibe 360 measures span how leaders manage themselves, work with other people and deliver for the organisation.
- Trust and charisma
- Performance and resilience
- Self-management and relationship management
- Commerciality and communication
- Inspiration and strategic thinking
- Operational effectiveness and collaboration
VIBE 360 / THE EXECUTIVE INSIGHT REPORT
Individual understanding.
Organisational direction.
The Executive Insight Report and Power BI dashboards bring leadership feedback together. Identify shared strengths, development needs and differences between leadership groups.
Authorised users can explore aggregate patterns across functions, locations and demographic groups within agreed access and confidentiality safeguards. Use the findings to focus leadership development, learning investment and succession conversations. Individual reports remain confidential.
Find the patterns.
Compare relevant leadership groups and follow-up results to identify strengths worth sharing and development priorities.
Focus the response.
Use shared themes to shape coaching, workshops and collective priorities, while personal reports support each leader’s own action plan.
FROM FEEDBACK TO DEVELOPMENT
Build the next step
into the programme.
Listen. Reflect. Practise. Review.
Connect feedback with coaching, learning and clear personal actions. Keep the conversation moving and revisit what changes.
- 01 / Listen
Gather feedback around your values and leadership behaviours.
- 02 / Reflect
Use personal reports and confidential coaching to choose priorities.
- 03 / Practise
Apply new habits through coaching, workshops and learning resources.
- 04 / Review
Check progress with pulse surveys, continuing feedback and agreed measures.
ONGOING LEARNING & SUPPORT
Support before, during and after the survey.
Where included in your programme, the learning portal and action-tracking tools support personal development plans. Coaching, workshops and online resources help leaders put those plans into practice.
Tailored communications explain the process to participants and respondents. Agree the technical and HR support needed before launch.
IN PRACTICE
Leadership insight shaped around Capita.
Capita partnered with Vibe to tailor its 360 framework to the organisation’s values and leadership requirements. The programme connects feedback, personalised reporting and coaching to support leadership development, talent and succession planning.
Read the Capita storyPROGRESS & VALUE
Track progress that matters.
Agree a starting point, practical commitments and a review of leadership behaviour alongside the business measures that matter.
Agree the actions.
Use confidential coaching to choose focused commitments, with clear responsibilities and opportunities to practise at work.
Review the change.
Revisit feedback and relevant team measures to share strengths, prioritise development and agree the next steps.
Build the business case.
Compare benefits that can reasonably be attributed to the work with the full programme cost, allowing for other changes affecting the results.
YOUR NEXT MOVE
Get to the heart
of your leadership.
Explore your priorities through a free, friendly 30-minute initial consultation.
Book a free consultation ↗