What is the Expert 360?

The Expert 360 is our flagship feedback and self-awareness offer, specifically designed for senior executives and non-executive directors.

Through an individually customised workshop and interview process, we interview 10-20 of your most important stakeholders to build a validated picture of your strengths, weaknesses and opportunities for growth.

The Expert 360 is delivered through an individual 3-hour workshop, and 10-20 stakeholder interviews of approximately 30 minutes. Findings are presented via a presentation and final report of approximately 90 pages, detailing findings and prioritised recommendations.

There’s three categories of people who get most value from the Expert 360 process:

  1. Senior executives or experts who are looking to build profile and extend their awareness
  2. Managers or executives who are looking to build stronger self-awareness, commonly in order to take the next step in their career
  3. Non-executive directors and advisors, who have a large number of disconnected stakeholders (and often suffer from a lack of regular, honest feedback)

The Expert 360 process has most value when the individual is operating with a significant number of external stakeholders. As these stakeholders can often be important clients, partners or peers,  our process is specifically designed to manage perceptions and reputations during the feedback process.

The Expert 360 timeframes and costing:

The Expert 360 process takes approximately 6 weeks to complete from the first workshop to final 90-page report. All key workshops are conducted at your offices, and we’re available for calls or meetings with the executive (or sponsors) at any stage – including post completion of the debrief.
Expert 360 costing depends on the seniority of the individual and the number of stakeholders to be interviewed. As a first step for any individual we prepare a one page proposal – to make sure we’re on exactly the same page about role, focus areas and the groups of stakeholders.


Frequently asked questions about the Expert 360

1. Why self-awareness is so valuable?

Whether your overall aim is to be more effective, build profile or land a new position, the foundation is better self-awareness.

Better self awareness helps you to understand your true strengths and weaknesses, through the eyes of those that you work closely with. A foundation of strong self awareness means:

  • More effective communication
  • More messages understood, because you know the way you will be heard
  • Less time spent focused on fixing problems that don’t really exist
  • More leverage through focusing on those things that stakeholders really love about you
  • A concise understanding of the issues that diminish your impact and need resolution

These are all reasons why better self awareness is the number one request in CEO coaching. In a survey of 600 professional coaches by Korn Ferry, “better self awareness” was the No. 1 topic the coaches worked on with CEOs. The Expert 360 gives you a deep and validated perspective from the outside in, as the ultimate basis for better self awareness.

2. How long does the Expert 360 take to complete?

The Expert 360 process takes approximately 6 weeks to complete from the first workshop to final 90-page report. Depending on the time of year, we can have lead times on the Expert 360 up to a couple of months.

3. How is the Expert 360 structured?

Every Expert 360 process works through four stages:
  1. Upfront planning with the executive (and or key internal sponsors) to understand the primary and secondary goals of the feedback/awareness process
  2. Detailed 3 hour workshop with the individual to understand current awareness, perceived issues and challenges
  3. 20 minute calls with 10-20 key stakeholders (both internal and external to the organisation). We work through a structured series of questions to understand perceived strengths, weaknesses and development opportunities. We plan for a balance of stakeholders from different roles and perspectives, giving a true 360 perspective
  4. Results presented in a 2 hour debrief, with 90 page report summarising current perception across all focus areas, challenges and opportunities

4. What kinds of feedback can I expect?

When we present findings to you, we typically structure feedback into the following six sections:

1. Why people value working with you
2. Your brand in market
3. Your perceived expertise
4. Your approach and attitude
5. Your technical skills and expertise
6. Your development areas

These sections and the questions asked within may be modified based on the results of the upfront workshop.

5. Can I run this process for my team?

Yes, the process can be individually or manager sponsored.

6. What do we cover in the upfront workshop?

The workshop starts with a reconfirmation of role, focus areas and the groups of stakeholders. We then explore ambitions for the Expert 360, and your understanding of strengths, weaknesses and market perception.

We work through a series of natural questions, designed to discover assumptions that we can validate or disprove through the feedback process. We’ll also identify any areas of focus or technical speciality that require specific questions.

Finally, we work through a structured process to prioritise the stakeholders that will be interviewed through the process, and to understand your relationship with each.

7. How much time do I need to commit?

Your commitment is six hours over six weeks – across the onboarding session, workshop and final presentation.

8. What questions are asked of stakeholders?

We develop a specific script for each Expert 360 process, based on your current perceptions and goals for the process. Focus areas include

  • Approach and style
  • Perceived expertise and experience
  • Specific behavioural examples, and consequences
  • Role based competencies
  • Relative strengths and weaknesses

Through thousands of interviews, we’ve refined powerful questions that build stakeholder trust and honesty.

9. What will my stakeholders think about being asked for feedback?

Most senior stakeholders will regard the process favourably as a commitment to self-development. Stakeholders also appreciate the opportunity to provide hard feedback that they may have been uncomfortable to deliver directly.

10. My stakeholders are very busy/senior. Will they make the time?

Through Expert 360 processes, we’ve personally spoken to hundreds of ASX100 CEOs, chairs and company directors. Whilst not every stakeholder is this senior, you have the confidence we’ve built deep expertise in getting these very senior people to open up, take the time and share honest feedback.
Because these external stakeholders can often be important commercial relationships, we’re delicate, professional and understand the bigger picture. The end result is always enhancing the relationship and the perception of the individual (whilst getting the hard feedback about their real development areas).

11. Who should I select as stakeholders?

We work through a structured process with you in the onboarding session to select the right stakeholders. It’s important we have a balance of stakeholder from various areas of your professional life, representing all important groups and roles.

We work through a series of structured questions to elicit these individuals (there’s no preparation required).

12. What happens after I get the feedback?

In the final presentation / debrief, you receive a 90 page report with detailed analysis and recommendations / action plan. Depending on the issues identified and prioritised, next steps may include:

  • Reprioritisation – Focusing on strengths and minimising areas of identified weakness.
  • Natural resolution – Once you understand the issue and the implications, for many issues there may be no further action required other than ongoing self awareness and monitoring.
  • Targeted coaching or training – For specific issues that require skills or capabilities that you don’t currently have. We will typically make targeted introductions to experts.

We’re available for calls or meetings with the executive (or sponsors) at any stage – including post completion of the debrief.

13. What is the first step?

As a first step for any individual we typically prepare a one page proposal – to make sure we’re on exactly the same page about role, focus areas and the groups of stakeholders.