See the gap between self-perceptionand how behaviour is experienced by others.
360° Feedback brings the person’s own perception together with the experience of their manager, peers, direct reports and, where relevant, other stakeholders — inside one behavioral framework.
The goal is not only to collect feedback, but to give it a structure that can be turned into development.
A rater architecture adapted to role and organization
The rater architecture is adapted to the organization and role — not forced into a fixed four-group model.
The person’s own perception of their behaviour.
The leadership perspective on impact and behaviour.
How collaboration is experienced day to day.
How leadership behaviour is experienced by the team.
Internal stakeholders or customers where relevant.
From behaviors to development
- 01Define
Competencies and behaviors.
- 02Configure
Rater groups and process.
- 03Collect
Structured and confidential feedback.
- 04Compare
Self vs other perspectives and patterns.
- 05Interpret
Strengths and development gaps.
- 06Develop
Optional feedback session and development planning.
Run digital and hybrid assessment with TAP
TAP runs the full 360° process: digital process management, rater administration and competency-based questionnaires.
Reporting, comparison views and development insight are brought together in one place.
AI may assist with summarization and pattern visibility where appropriate — never replacing interpretation.
Individual feedback session
Report findings can be supported through a structured individual feedback and development discussion.
The session is an optional part of a programme, not a fixed requirement in every case.
What 360° Feedback produces
- Self vs others comparison
- Perspective gaps
- Consistent strengths
- Development priorities
- Behavioral themes
- Group-level insight where appropriate