360 Dashboard is a dedicated view that gives you a clear, high-level overview of how the leadership team is performing, where the strengths are, and where attention is needed most. It designed to surface what matters, flag what needs attention, and give you the context to make better decisions faster.
❓Why this matters
Most organizations run 360 assessments and then spend weeks waiting for insights to be compiled, formatted, and presented. By that point, the window for early intervention has often already passed.
The 360 Dashboard puts live, structured insight directly in your hands. You can see — at a glance — whether your CEO is on track, which part of the leadership team is struggling, who your highest-potential employees are, and where coaching investment will have the greatest return.
🔧 Getting started: create your first dashboard in four steps
You don't need any technical setup or data preparation. Creating a dashboard takes just a few minutes, and you can create as many as you need — one for each survey you've run, or multiple views across different teams.
Step 1: Open the 360 dashboard builder - Navigate to the 360 dashboard section under the Insights. If dashboards already exist, you'll see them listed here. Click the "+ Add 360 dashboard" button to begin.
Step 2: Name your dashboard and select surveys - Give your dashboard a name (e.g. "Leadership team Q1 2026"). Then select which surveys you want to include. You can pull from any 360 assessment you've already run in your organization.
Step 3: Set access (optional) If you want to share this dashboard with other people — HR colleagues, executives, board members — add them here and choose their level of access. You can also skip this step and add people later.
Step 4: Save and preview Hit "Save & return to dashboards." Your dashboard will be prepared and waiting for you.
Done! When you return to the dashboards list, click the "Preview 360 dashboard" button next to it — your full team view will open and be ready to explore.
📋 How the dashboard is organized
When your dashboard opens, you'll see two tabs at the top of the page:
360 team view — your main leadership health overview. This is where you'll find the CEO score card, management team health metrics, competency tables, the priority matrix, and the employee performance tables. This is where most of your day-to-day analysis will happen.
360 analytics — a deeper, side-by-side comparative review of all employees across every metric. Use this tab when you want to compare individuals directly or look at performance patterns across the whole team in a structured table format.
Tab 1: 360 team view
A color-coded legend runs across the top and anchors every score on the page to a consistent performance tier:
Score range | What it means |
0 – 2.4 | At-risk |
2.5 – 3.8 | Needs development |
3.9 – 4.4 | Strong performer |
4.5 – 5.0 | Role model / Leader |
The same colors appear in every chart, table, and label throughout the dashboard — so you never have to cross-reference or re-learn a scale.
CEO performance: no more leadership blind spots
Leadership reviews often happen quarterly or annually. In between, CEOs can drift without anyone noticing. The dashboard gives you a dedicated card for the CEO's 360 score — with their performance label, a description of what the score means for value creation, and a change indicator showing whether they've improved or declined since the previous assessment.
This makes it easy to see, early, whether the CEO needs targeted support — and to have that conversation with evidence rather than instinct.
Management team health: three numbers that tell the story
Three summary cards give you an immediate read on the team as a whole:
Management Team 360 Score — is an average of all individual statement scores within an assessment, weighted by the number of answers per statement. It roughly translates into the percentage of participants who said they either "Strongly agree" or "Agree" with the statements.
Management Team eNPS — a measure of how likely team members are to recommend working with their leadership. It is based on the question "I would recommend working for [Name]" rated on a 0–10 scale. This is one of the clearest early signals of whether leadership culture is healthy or eroding.
At-Risk Employees — a count of everyone scoring below 2.4. If no one falls into this range, you'll see a clear confirmation that the team is performing above the threshold. If people do fall into it, you know exactly how many and where to start.
Together, these three cards answer the question most leadership teams ask in every board meeting: "How are we actually doing?"
Competency strengths and gaps: know where to invest
Understanding that a team is "performing at 3.8" is useful. Knowing which specific competencies are dragging that score down — and by how much — is what drives action.
The dashboard shows you:
The top three competencies where your team consistently performs best
The three competencies with the most room for improvement
How self-assessments compare to how others rate the same skills (a gap here often signals a lack of self-awareness, which is itself a coaching opportunity)
The spread between the highest and lowest individual scores in each area — a large spread means significant inconsistency within the team, which is worth understanding
A color-coded distribution bar on each competency lets you see at a glance how the scores cluster across performance tiers. Hovering over any segment reveals the specific people in that range, their roles, and their scores — so you go from "our team is weak on strategic thinking" to "these four people are in the at-risk range for strategic thinking" in a single interaction.
A "View details" button opens every competency in the assessment for a full picture.
Management team performance overview: two lists that drive different conversations
Top performers shows you the five employees with the highest overall scores — the people who are ready for more responsibility, succession planning conversations, or recognition. You can also see whether their self-assessment aligns with how stakeholders rate them, which matters for placing them in the right development path.
Greatest opportunities shows you the five employees with the lowest scores — the people where focused intervention is most likely to make a difference.
Both tables show changes from the previous period, so you can track whether interventions are working.
The priority matrix: performance and advocacy in one view
The 9-box priority matrix plots every employee by their 360 score and their eNPS score — how they perform, and how their team feels about working with them. This combination surfaces dynamics that neither metric shows alone.
Someone with a strong 360 score but low eNPS might be delivering results in a way that's damaging team culture. Someone with a high eNPS but a lower 360 score might be well-liked but underperforming on substance. The matrix helps you see both at once.
Each cell is clickable. Select any zone — "Escalate," "Review," "Monitor," "Develop," or "Maintain" — and the employee table instantly filters to show only the people in that group. Click again to deselect and return to the full view.
Next to the matrix, every assessed employee appears in a searchable, paginated table with:
Their overall 360 score and change from last period
Their eNPS score and change from last period
Their three lowest-rated competencies (so you know exactly where the gaps are)
Recommendations based on qualitative assessment comments — collapsed by default, expandable on click.
Tab 2: 360 analytics
Comparative review: see everyone side by side
The analytics tab contains a powerful table that puts every team member in columns next to each other — participation rates, overall 360 scores, eNPS scores, and competency category scores all visible in one structured view.
Two view modes: Switch between scores view and delta view at the top of the table. Scores view shows the current assessment results. Delta view shows only the change from the previous assessment period — so you can immediately spot who's improved, who's declined, and by how much.
Filter the team you want to compare: A settings button in the top right corner lets you select or deselect specific people from the comparative review. This makes it easy to focus on just the people you want to analyze — perhaps your top performers, your at-risk group, or a specific department. When you adjust these settings, they only affect the comparative review table. The 360 team view remains completely unchanged, so you won't lose any of your other insights.
Export your data: An export button lets you download the comparative review as an Excel file — so you can share it with stakeholders, run your own analyses, or keep records for documentation purposes. The export reflects your current filters and view mode, so you get exactly the data you're looking at.
Columns are fully scrollable horizontally, with employee names and metrics pinned on the left so you never lose context while comparing across a large team.
🙋 FAQ
Q: Where does the data come from?
The dashboard pulls directly from the 360° assessment surveys run within your organization. It always uses the most recent completed assessment as the primary view, and the previous one for comparison from the configured assessments. No manual uploads or data preparation required.
Q: What if we've only run one assessment so far?
The dashboard will still show you everything — scores, competencies, the priority matrix, and the employee table. The one thing that won't appear is the change indicator (delta), since there's no previous period to compare against.
Q: What if we haven't included an eNPS question in our assessment?
The priority matrix requires eNPS data to function. If none is available, the matrix will appear grayed out. All other parts of the dashboard will still work normally.
Q: Can I drill into an individual employee's results from here?
Yes. Every employee's name in the dashboard is a link that takes you directly to their individual 360 report, so you can move from the organizational view to a person-level report without navigating away and searching manually.
Q: How is the management team score calculated?
It's a weighted average of all individual scores across all assessed participants — weighted by the number of answers. It's designed to translate directly into something meaningful: roughly the percentage of respondents who said they agreed or strongly agreed with the leadership statements in the assessment.
Q: What does the eNPS score actually measure? In the context of a 360 assessment, eNPS measures how likely an employee's colleagues are to recommend working for that specific leader. It's based on the question "I would recommend working for [Name]," rated on a 0–10 scale. It's a leading indicator of leadership culture, not just performance outcomes.
Q: Is the dashboard updated in real time? The dashboard reflects the data from your completed 360 assessments. It updates as assessments are completed and processed — it is not a live feed during an active assessment.