Discover the leadership blind spots that are holding your team back
Built for HR teams who want clearer feedback, stronger leaders, and less admin hassle.
Why feedback fails most leadership teams
🧱 Leaders don’t know what’s holding them back
Without clear, honest feedback, managers stay in the dark. Blind spots become habits, and performance suffers quietly.
📊 HR lacks the data to challenge or support them
Traditional feedback is subjective and inconsistent. When HR tries to guide leadership growth, there’s no credible data to back it up — and execs push back.
⏳ Collecting feedback is a time-sink
Running 360 reviews internally means chasing surveys, rebuilding templates, and managing spreadsheets. It drains HR’s time and still leaves leaders doubting the results.
🔁 Blind spots lead to disengagement and turnover
When poor leadership goes unaddressed, team morale drops. Over time, your best people leave and your reputation suffers.
How PeoplePerform transforms feedback into growth
Traditional 360s measure management skills. This assessment measures responsible leadership—how leaders manage themselves, relate to people, influence organizations, and impact broader systems.
Test the interactive assessment bellow yourself!
Answer the questions in the Self Assessment to continue
SelfAssessment
👋 John Doe, This is a quick preview of the Responsible Leadership assessment. Rate how much each statement reflects your current behaviour.
Please answer the following questions:
I question broad contexts and blind spots that may affect my leadership.
I listen to my team members with empathy, seeking to understand their emotions and perspectives.
I reflect on the organizational purpose and its personal meaning during team interactions.
I promote collaborative networks based on trust, autonomy, and sustainable performance (Profit, People, and Planet).
How does the Self assessment work?
We send automated emails to each leader, inviting them to begin the survey.
Leaders quickly evaluate their own behaviors and gain a clear view of how they lead today.
Our science-backed framework covers 19 competencies across four dimensions. Fixed questions and scales ensure fair comparisons.
Used by organizations across industries
Leadership teams in healthcare, technology, education, and professional services have used this assessment in leadership evaluations and executive development programs.
What HR Teams Are Saying
Used in a leadership development rollout across 150 leaders and 900 employees in a few days.
“We’ve never had leadership feedback taken this seriously before.”
“Finally a process that doesn’t burn out my team.”
“The reports are clean, credible, and easy to act on.”
A simple setup
A clear division of responsibilities so HR can run a 360° assessment without added operational burden.
🧩 HR provides
- List of leaders to be assessed
- List of raters for each leader
- Desired timeline (start and end dates)
- Internal alignment on purpose and audience
That’s it. No platform configuration required.
⚙️ We handle
- Survey setup using the validated methodology
- All email communications and reminders
- Follow-ups to ensure high response rates
- Data collection, aggregation, and reporting
- Delivery of individual and company-level reports
HR does not manage reminders, chases, or reporting.
Frequently Asked Questions
What exactly is your 360° leadership assessment?
Our 360° assessment evaluates leaders using 19 leadership competencies. Each leader completes a self-assessment, and their manager, peers, and direct reports answer the same questions. HR gets a clear comparison between self-perception and real impact, instead of relying only on manager opinions or annual reviews.
Who can participate in a 360° assessment?
Any people manager or emerging leader can participate. HR defines who is included. Raters usually include the leader’s manager, 3–8 peers, and 3–10 direct reports. Other stakeholders can be added when they work closely with the leader.
How long does implementation take?
Implementation usually takes 1–2 weeks. HR provides the list of participants, and we handle all communications, reminders, and follow-ups. Future cycles can be launched much faster using the same setup.
How long does it take to complete the assessment?
Most people complete the 19-question assessment in 3–5 minutes. The questions stay consistent across leaders, so raters can answer quickly and confidently.
Is feedback anonymous?
Yes. Feedback is anonymous.
What competencies do you measure?
We measure 19 leadership competencies grouped into four dimensions: how leaders manage themselves, how they relate to people, how they influence the organization, and how they impact the broader system. This model was developed and validated by Fundação Dom Cabral, a top global executive education school.
Can we customize the questions and rating scales?
No. The questions and rating scales are fixed because we use a published and validated methodology. This ensures consistency, reliability, and comparability of results across leaders and teams.
What reports do leaders receive?
Each leader receives an individual report showing strengths, development risks, and gaps between self-ratings and others’ feedback. The report highlights blind spots and hidden strengths, includes guided reflection questions, and provides a simple action plan so leaders can immediately define 1–3 focus areas and start changing behavior.
What reports does HR receive?
HR receives aggregated company reports, including leadership performance distribution, self vs 360 discrepancy analysis, and insights by department, job level, and location. When the assessment is repeated over time, HR also receives comparison reports that show progress, improvement trends, and help calculate leadership development ROI.
Why is self vs 360 discrepancy important?
Discrepancy analysis shows where leaders may overestimate or underestimate their impact. Large gaps often indicate blind spots that affect team performance, engagement, and retention. HR can use this data to guide coaching, promotions, and development investments.
How does the platform help leaders act on feedback?
The platform provides clear results, reflection questions, and priority focus areas based on the assessment. Development does not happen inside the platform. Instead, we partner with executive education institutions and leadership programs that help leaders develop the specific skills identified in the results.
What support does HR get?
HR receives clear setup guidance, templates, and follow-ups. We support the first cycle closely and offer optional ongoing support for future cycles.
Can leaders choose their own raters?
HR and leaders define the list of raters together and provide it to us. This ensures balanced feedback and allows us to manage all communications and follow-ups consistently.
How often should we run a 360° assessment?
This depends on how quickly leaders are able to act on the feedback and improve the identified gaps. Most organizations run a full 360° every 6–12 months, with follow-ups based on development progress.
How secure is the data?
All data is encrypted in transit and at rest using industry standards. Access is role-based, and only authorized users can request sensitive information. The platform follows modern security and privacy best practices.
Does it support multiple languages and locations?
Yes. You can localize questionnaires and emails, invite global raters, and analyze results in English, Spanish, or Portuguese.
What research supports this assessment?
The methodology was developed by Fundação Dom Cabral, ranked 4th globally in Open Programs and 8th in Custom Programs by the Financial Times 2025. It is published in the Journal of Scientific Management and Tourism (ISSN 2386-8570, DOI: 10.55905/ijsmtv11n3-006).
How does pricing work?
Pricing is based on the number of leaders assessed per year, not the number of raters. This keeps costs predictable. Volume discounts and multi-year options are available.
Can we start with a pilot?
Yes. Many companies start with 1 leader to validate the process and adjust communication. After the pilot, scaling is simple.
How does this integrate with our HR systems?
You receive employee assessment results via secure files using our standard format. This allows you to connect 360° insights to HRIS, learning, performance, and succession tools.
Is DeTask a registered trademark?
Yes. DeTask® is a registered trademark with the United States Patent and Trademark Office (USPTO). View registration.
Start with a pilot. Validate before you scale.
Decide after you see the data. Test the assessment with a leader! Review results with real data. Scale when you're ready.
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