When teams trust their leaders, they are 3x more likely to demonstrate higher performance.
Managers account for 70% of their team’s engagement, one of the strongest drivers of team performance.
Organizations that develop leaders at every level are 1.7x more likely to rank in their industry’s top 10% financially.
We’ve all seen it – leaders who care deeply about the work, the people, and the mission, yet struggle to lead through the real demands of the role.
Leaders spend more time reacting to problems than moving priorities forward.
Managers regularly step in, redo work, or take over when expectations aren’t met.
Plans are well-communicated, but you’re not seeing progress.
Performance issues and conflict linger because difficult conversations are delayed or avoided.
The same issues keep resurfacing, no matter how often you address them.
Most leadership development helps leaders know better, not do better. Give your leaders what they need.
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STEP 1
Leaders begin together with practical, psychology-based tools for navigating direct conversations with greater confidence, awareness, and respect. They learn how to ask for feedback, listen without becoming defensive, communicate more effectively, and create the conditions for honest dialogue.
Step 2
Leaders begin requesting feedback from the people who experience their leadership every day. They gather perspectives across real work and relationships, then use weekly guidance and individual coaching to make sense of what they’re hearing.
Step 3
Insight becomes action. Leaders apply what they’re learning in real conversations, decisions, challenges, and relationships – including the harder situations where leadership skill matters most. They practice new behaviors, observe what happens, adjust, and try again with continued coaching and support.
step 4
Leaders bring together their feedback, reflection, coaching, and experience to identify what they want to continue developing. Each participant leaves with a focused growth plan grounded in their individual strengths, challenges, responsibilities, and real work.
The eight weeks mark the end of the Guided 360 process – not the end of development. Leaders leave with a new way to learn through their work, relationships, and feedback long after the formal process ends.
It helps leaders:
Each Guided 360 engagement includes three months of access to the Open360™ Platform, with the option to extend access after the experience.
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Explore how the Guided 360 would work in your organization.
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