360

Explore a situation from different perspectives.

Bring viewpoints around a person, team or relationship into one inquiry, without forcing agreement.

  • Bring multiple perspectives around the same person, team, or relationship set into one bounded inquiry
  • Compare viewpoints without turning reflection into individual performance scores
  • Support reflective multi-perspective learning when contrast matters as much as consensus
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How pricing works

360 is scoped with Projects that need role-based or relationship-based perspectives, with additional study design.

  • Best for leadership, team, coaching, and ecosystem reflection.
  • Often paired with Flow, Rooms, or Publishing when comparison and interpretation are high-stakes.
  • Not necessary when one perspective or one population is enough.

Why teams add 360

See patterns across perspectives

360 work matters when the value comes from the differences and overlaps between viewpoints, not just one respondent pool.

  • Bring self, peer, partner, or stakeholder perspectives together
  • Look for contrast and tension without flattening them
  • Create a more textured read of the situation

Avoid scorecard drift

A sensemaking-oriented 360 helps keep the work reflective rather than turning it into a judgment machine.

  • Support narrative and self-interpretive contribution
  • Reduce pressure to over-rank or over-normalize people
  • Keep learning in the foreground

Use multi-perspective work where it truly belongs

360 is strongest when perspective contrast is essential to the question being asked.

  • Support leadership, coaching, team, and ecosystem reflection
  • Clarify when perspective sets need separate handling
  • Improve design discipline around role-based contribution

Where it fits best

Leadership and coaching work

Use it when: When the inquiry depends on how different people around a leader, role, or team experience the same situation.

Value: Creates a more credible multi-perspective learning process than a score-heavy 360 instrument.

Team and partnership settings

Use it when: When the work needs bounded comparison across roles, collaborators, or stakeholder groups.

Value: Helps teams understand difference without forcing shallow agreement.

Complex public or community settings

Use it when: When legitimacy, trust, or performance depends on how multiple relationship groups make sense of the same experience.

Value: Supports careful contrast across viewpoints while keeping the work ethically bounded.

What this enables

  • A clearer way to work with multiple perspectives without collapsing them into scores
  • Better role-based design for bounded comparative inquiry
  • More credible reflective learning when contrast matters as much as convergence

How teams usually bring it in

  1. Clarify why perspective contrast matters for this inquiry
  2. Decide which role or relationship groups need separate contribution paths
  3. Add 360 when multiple viewpoints are central to the learning goal