For HR, talent, and leadership development teams
Run 360 assessments for one leader, a group of managers, or an ongoing leadership development program. Build questionnaires, invite participants, track responses, and produce reports in one platform. Your team can run the projects, or we can handle the administration.
Collect feedback from a leader’s manager, peers, and direct reports, then compare it with the leader’s own assessment. Use these perspectives to discuss strengths and development needs. Set up separate projects for managers, senior leaders, or other groups, and reuse the setup for future cohorts.
Panoramic Feedback is designed for development-focused feedback. Your program lead decides the purpose of each assessment, how participants are briefed, and how results will be used. Learn how 360 feedback works
An illustrated conversation about using individual and group 360 reports to plan a leadership development program and track change over time.
This silent video uses on-screen dialogue. The characters and scenarios are illustrative.
Title: The Leadership Review.
Marcus, CEO: We did 360s three years ago. Nobody could tell me what changed.
Elaine, CFO: Because the reports went in a drawer.
On screen: The leadership review agenda lists leadership development for 2027–2029, succession planning, and budget approval.
Priya, VP, Talent & Leadership Development: Exactly. So this time I want 360 feedback our leaders actually use.
Priya, VP, Talent & Leadership Development: I'm proposing Panoramic Feedback for every level: executives, directors, and managers, as a multi-year program rather than a one-off survey.
On screen: A three-year program is illustrated for 2027, 2028, and 2029.
Elaine, CFO: What makes these reports different?
On screen: A sample individual 360-degree feedback report cover appears.
Priya, VP, Talent & Leadership Development: They're built to be read. Clear charts, and Blind Spots that show where a leader's self-view differs from their team's.
On screen: The Blind Spots section compares self-ratings with combined evaluator ratings across competencies.
Priya, VP, Talent & Leadership Development: Plus AI summaries that turn the comments into clear themes.
On screen: Written feedback is summarized into one strength—“Trusted, purpose-driven leader”—and two growth areas: “Delegate and develop the team” and “Invite input earlier on new ideas.”
Priya, VP, Talent & Leadership Development: That's what turns feedback into a development plan.
On screen: An example development plan lists: “Delegate one stretch project per quarter” and “Run open idea sessions before decisions.”
Marcus, CEO: And for us, across the whole organization?
On screen: A sample group report compares competency results across feedback groups and shows the lowest and highest subject results.
Priya, VP, Talent & Leadership Development: Group reports show where our leadership is strong and where it's thin, by competency and by level.
Elaine, CFO: How do I know it's working?
On screen: The program graphic shows a first-year baseline for executives, directors, and managers; a second-year reassessment of individual and group change; and third-year trends. The same questionnaire is used each year for like-for-like comparisons.
Priya, VP, Talent & Leadership Development: We measure again next year, and the year after.
Priya, VP, Talent & Leadership Development: Year-over-year reports show improvement for each leader and for the group, so we can see real results.
On screen: A comparison chart labeled “Sample data” shows rising group ratings for leadership, communication, decision making, and initiative across 2027–2029. Example individual overall ratings rise from 3.98 to 4.39 and from 4.09 to 4.36.
Elaine, CFO: So it's measurable.
Marcus, CEO: That's what I need for succession.
On screen: An illustrative succession board groups fictional directors under “Ready now,” “Ready in 1–2 years,” and “Developing.” It displays sample development-potential ratings and changes.
Priya, VP, Talent & Leadership Development: Exactly. Three years of data shows who's growing into bigger roles.
Priya, VP, Talent & Leadership Development: It gives our succession planning evidence, not guesswork.
Marcus, CEO: Let's do it. Start with the exec team this quarter.
On screen: The example implementation plan begins with executive assessments and individual reports this quarter, directors and group reporting next quarter, managers the following quarter, and annual reassessment in 2028 and 2029.
Closing title: 360 feedback leaders actually use. Book a demo: panoramicfeedback.com.
Our support team can answer platform questions. You can also ask us to handle project administration as a separate service.
Panoramic Feedback has developed 360 assessments for specific industries. Use an existing assessment as a starting point, then refine its questions and competencies to reflect your organization’s leadership framework, roles, and development goals. You can also use your own assessment content.
Use your leadership framework and language across questionnaires, competencies, instructions, emails, and report text. Configure different assessments for different roles or programs. For multilingual work, supply translated participant-facing content and report text in the languages your project requires.
Choose from the available branding options to present the assessment under your organization’s identity. In a demo, we can show how your framework, terminology, branding, and languages would appear to participants and report readers.
Tailor an existing assessment or use your own questions to focus on leadership behaviors that matter in your sector. For example:
Tailor assessments to how clinical and administrative leaders communicate across disciplines, coordinate teams, and respond to staff concerns.
Focus questions on how leaders coordinate field and office teams, explain changing priorities, and encourage people to raise concerns.
Use departmental leadership frameworks to explore how managers communicate decisions, clarify responsibilities, and work across departments.
Examine how executive directors and program managers delegate, support staff and volunteers, and balance competing demands on the team.
Gather feedback on how school, district, and higher education leaders involve staff in decisions, explain change, and support collaboration.
Assess how partners, practice leaders, and project managers delegate client work, mentor colleagues, and coordinate across teams.
Individual reports can show competency results, feedback by evaluator group, and differences between self-ratings and others' ratings. Depending on the report configuration, they can also highlight blind spots and development priorities. Group reporting is available when your program needs a view across subjects.
Create a demo account to view complete sample reports
Before launch, decide who may access each report, how feedback groups will appear, and when results will be released. Review platform security
Your HR or talent team configures projects, sends communications, monitors responses, and generates reports. You can start with a pilot and adapt the process for future cohorts. Our support team can help with setup or questions as your team works in the platform.
We can handle setup, invitations, reminders, response monitoring, and report delivery under an agreed scope. Your organization remains involved in decisions about content, timing, confidentiality, and recipients. Explore full-service 360 feedback administration
Working with a consultant? Your consultant can lead the engagement and use Panoramic Feedback as the delivery platform. If that firm brings us into the project, we coordinate platform access and administration through the agreed relationship with them. See the consultant platform.
Need consulting support? Panoramic Feedback provides software and project administration, not coaching, report interpretation, or leadership consulting. If you ask us for that expertise, we can introduce an independent consultant from our partner network when a suitable match is available. You and the consultant agree the consulting scope directly.
Yes. You can begin with a single project or cohort, then reuse and adapt the setup as your program grows.
Yes. You can bring your own assessment content or adapt an editable questionnaire. We can show how questions, rating scales, and report text are configured in a demo.
Yes. You can supply translated questions, instructions, invitations, reminders, and report text for the languages your program requires. We confirm the specific configuration for each project.
Your program lead determines report recipients and access before launch. We configure distribution around the agreed plan and confirm how feedback groups appear in the report.
The platform prevents project administrators from linking confidential responses to a named evaluator. Before launch, we confirm feedback group presentation, report recipients, and how confidentiality is explained to participants. Written comments can contain identifying details, so participant guidance also matters.
Create a Panoramic Feedback demo account to read complete sample reports and explore how the results are presented.
Platform access and full-service administration are separate options. Pricing depends on your program and which tasks your team or ours will handle. We can compare the options in an organization demo.
No. Your internal team or consultant leads interpretation and coaching. We can introduce an independent partner consultant if you request consulting expertise; our service to your organization remains the platform and agreed project administration.
Tell us who you want to assess, what you hope to learn, and who will run the projects. We’ll show you the questionnaire, reporting, and administration options relevant to your organization.
