Sarah’s 360 averaged out beautifully.
Her manager, her peers and her customers all rated her in the top decile. The average went into the report, the report went to the promotion panel, and the average was true.
Move your pointer around her portrait, the way the org chart runs. Up to her manager, sideways to peers and customers, down to her team.
Composite portrait, AI-generated. Sarah is illustrative. The pattern is not — Edge Lead 360 reports every rater group separately and flags the distance between them, because the distance is the finding.
move your pointer around, or use the arrow keys
The reported score
Sarah's 360 came back glowing and her promotion was signed off the same week.
Four rater groups, averaged into a single number. Three of them adored her.
The average was the only number nobody experienced.
Three rater groups placed her above 4.5. One placed her at 2.1. Edge Lead 360 reports them apart, because a single figure describes a person none of her raters actually met.
Every one of these sits under the quadrant that scored 2.1. None of them moved the reported number, because the reported number was an average of four groups and only one of them was living with the answer.
5 Edges. 10 Strands. 38 competencies.
Lead 360 and Persona share one model, so what raters see and what Persona measures line up competency by competency. Each competency is rated through four everyday behaviours that any colleague can recognise.
Thinking & Judgement
Rigour and imagination applied to understanding problems, generating ideas and making sound decisions.
Three editions, one evidence architecture
Every edition keeps the same separation between observed behaviour and psychometric evidence. Later editions add more evidence sources, not a different scoring model.
Edge 360 Mirror
- See the leadership impact others experience.
- The classic 360 experience: participant self-rating compared with how others experience them.
Edge 360 Compass
- Understand what drives the behaviour behind the feedback.
- Adds Edge Persona to the observable 360 and pressure evidence.
Edge 360 Prism
- See leadership through every available lens.
- Adds Edge Persona and Edge Emotional Reasoning for the richest multi-dimensional evidence view.
Why the sources stay separate
The important distinction is not only what the assessment is called. It is what kind of evidence it collects and how that evidence can be explained.
Observed and psychometric are different constructs
- A 360 tells you what people experienced. A psychometric tells you what someone is capable of under structured conditions.
- Lead 360 never blends the two into one composite score. Reports show both, side by side, and treat the disagreement itself as information.
AI narrates, it does not score
- Simon can help a rater or participant read and reflect on their report.
- Simon does not generate scores, diagnose behaviour or make selection or promotion recommendations. Every number in the report comes from the assessment engine, not the narration layer.
What each edition adds
Mirror is the observed-only base. Compass and Prism layer in psychometric comparison without changing how Mirror's evidence is scored.
Mirror
Compass
Prism
See Lead 360 in a real evidence walkthrough.
Tell us a little about what you're trying to solve and we'll come back with a walkthrough of the evidence model, the adaptive engines, and the reports it produces.
Demo walkthrough
See the candidate journey, assessment modules and reporting flow.
Pilot planning
Map the right assessments to roles, levels and decision points.