The 360 Problem: Why Feedback Cycles End in Reports, Not Results
Reserve Your Spot
27 May
What you'll walk away with
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How to design 360 feedback that drives genuine behaviour change, rater selection, anonymity, survey structure, and the debrief approaches that make it stick
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How to turn feedback into focused development plans, not reports that sit in a drawer after the debrief
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How to build organisation-wide feedback culture, from C-suite to frontline, not just senior leaders
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How to prove the ROI of your 360 programme, pre/post measurement that gives you evidence, not just anecdote
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A live look at Esendia's 360 platform, see how the features bring all of this to life in practice
Limited to 25 Attendees
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✓ Free to attend
✓ Real value, no hard sell
1:00-2:00 PM
Strategic conversation
🎁 Free for all live attendees:
The Insider's Guide to 360-Degree Feedback Esendia's handbook, sent same day to everyone who attends live.
Getting Leaders to
Actually Engage
Why communication and buy-in fail, and how to create the conditions where leaders participate meaningfully, not just because HR asked them to.
From Report to
Development Plan
The hardest part of any 360: what happens after the feedback lands. How to help people make sense of it and translate insight into focused, lasting behaviour change.
What the Session Covers
Practical, expert-led content on the decisions that determine whether your 360 programme creates real development, or just more data.
Designing Surveys That Get Honest Feedback
Rater selection, anonymity thresholds, question design, and rating scales, the structural decisions that determine whether your data is trustworthy or skewed.
Proving ROI to the Business
How to use pre/post assessments and trend data to demonstrate what development actually changed, giving L&D the evidence to protect and grow budgets.
Esendia's 360 Platform in Action
A live walkthrough, not polished slides. See how the platform handles setup, rater management, reporting, and automatic development recommendations in real time.
360 as Part of the Complete Picture
How 360 feedback becomes significantly more powerful when paired with personality data, key experience audits, simulations, and career goal alignment.
Built for the Challenges HR Leaders Actually Face
Esendia's 360 platform is designed around the real friction points, low completion, disconnected development, no proof of impact. Here's how it solves them.
"It takes too long to set up"
An intuitive setup wizard gets your survey live in minutes. Use your own competency frameworks, rating scales, and question sets, no consultant required to configure it.
"Our completion rates are low"
Mobile-friendly design, clear rater instructions, and automated reminders remove the friction that kills completion. The interface is built so raters actually finish the survey.
"Leaders don't know what to do with the report"
Visual competency breakdowns, qualitative themes, and blind spot analysis replace dense data tables. Reports are designed to be understood and acted on, without a coaching session.
"Feedback doesn't connect to development"
AI-powered recommendations automatically link every feedback result to specific development activities. Insight becomes action without manual curation by HR.
"We can't prove the ROI"
Pre/post assessments measure capability before and after any programme. Trend tracking shows what changed. Give stakeholders the evidence they need, not just a satisfaction score.
"It only works for senior leaders"
Full 360s, pulse surveys, stretch assessments, and training needs analysis, one platform that scales from C-suite to frontline, across roles, levels, and global locations.
What to Expect on the Day
This is a working session, not a webinar you half-watch. Here's how the 60 minutes are structured.
Expert Insight
Ines shares the framework and principles from the Insider's Guide, practical, not theoretical.
Live Platform Demo
A real walkthrough of Esendia's 360 platform, setup, rater experience, reports, and development links.
Open Q&A
Bring your real challenges. Ines answers questions about your situation, not a hypothetical example.
360 Is One of Five Dimensions and the One We're Focusing On
Esendia's 5-Way Intelligence Scan looks at the complete picture of any leader: not just how they're perceived right now, but what they've already mastered, how they perform under pressure, and where they actually want to go.
In this session, we focus entirely on Dimension 2- 360 feedback. How to design it, run it, and make it drive real development. And we'll show you how, when it's done well, it becomes an even more powerful input into the decisions that matter most.
"Same 360 result. Completely different development paths. That's the power of seeing the full picture."
— Ines Wichert, MD, Esendia
Key Experiences Audit
What they've already mastered, avoiding training on things they've already learned.
Simulation Exercises
How they perform under pressure, revealing readiness for strategic complexity.
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Career Goals & Motivations
Where they want to go, developing people for your plan AND their aspirations.
Personality Profiling Context
Who they are, natural preferences, default behaviours, and what comes easily to them
360-Degree Feedback [This webinar's focus]
How they show up now, current behaviours, blind spots, and how others experience them.
Your Host
Led by someone who's seen what works (and what doesn't) in leadership development
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Ines Wichert
Ines has spent 15+ years designing and delivering leadership development programmes for organisations across sectors. Her approach to 360 feedback is grounded in what actually works at scale: the design decisions that drive honest feedback, the debriefing approaches that create genuine reflection, and the development connections that turn insight into behaviour change.
Organisational
Psychologist
Common Questions
Everything you need to know before registering
Who is this webinar for?
Anyone involved in designing, running, or improving a 360 feedback programme: HR, L&D, talent, OD, line managers, and business leaders. You don't need to be running 360s already. If you're curious about how to do it well, or how to improve what you have, this session is for you.
We already run 360s. Is this still useful?
Often more so. The session focuses on the design and follow-through decisions that determine whether 360 feedback actually changes behaviour, rater selection, anonymity thresholds, feedback debrief approaches, and the link to development. Many organisations who already run 360s find these are exactly the areas where they have the most to gain.
What's the Insider's Guide and how do I get it?
It's Esendia's handbook covering every aspect of 360 feedback design and delivery, from readiness assessment to turning insights into development plans. It's free for all live attendees and sent the same day. Register for the webinar and it's yours.
How long does it actually take to set up and run a 360 cycle?
With Esendia's platform, setup takes minutes rather than days, the wizard guides you through survey configuration, rater categories, anonymity settings, and deadlines in one flow. The platform handles automated reminders, deadline management, and report generation automatically, so the administrative burden on HR is minimal once it's live. We'll walk through the full setup process live on the webinar.
What if I can't attend live?
All registrants receive the recording within 24 hours. However, live attendance is where the most value is — Ines answers questions about your specific situation in the Q&A, and the handbook is only sent to live attendees. If none of the timing works, contact us about future sessions.
We're not sure we're ready for 360 yet. Should we still attend?
Absolutely, and it might be the most useful session you attend. One of the things we cover is exactly what needs to be true before you launch a 360, including the cultural conditions, leadership buy-in signals, and the situations where 360 is best avoided. Coming in at the design stage is far better than retrofitting after a rocky rollout. You'll leave knowing clearly whether the time is right, and what to put in place if it isn't yet.