For technology leaders
360 feedback for the engineers you promoted into leadership.
For technology and IT leaders at every level, from team leads and new engineering managers to directors, VPs and CTOs. Give your technical leaders an honest picture of how their leadership is landing, without adding work for anyone.
Director of Engineering
Product manager
Software engineer
Senior engineer
Peer manager
Engineering Manager
“Ships on time and keeps quality high”
“A great partner on roadmap trade-offs”
“Protects our focus time”
“Could give feedback sooner, not just at reviews”
“Could involve us earlier on shared systems”
One example: an engineering manager's 360. Every leader's circle looks different.
“Before I moved into leadership development, I designed networks and ran a team of engineers at the Bank of England and the London Stock Exchange. I've seen great engineers promoted into leadership and left to figure it out alone. A well-run 360 gives them what they're missing: honest feedback about how they lead.”
Drew Bird, Founder, ClearPoint360
The challenge
Great engineers get promoted. Nobody tells them how it's landing.
In technology, people are usually promoted into leadership for their technical skill. Most are handed a team with little preparation and almost no honest feedback about how they lead. Without it, small issues grow quietly:
- Strong engineers leaving because of their manager
- Managers still acting as the team's best individual contributor
- Friction between engineering, product and the business
- Delivery slipping as teams grow
- Hard conversations avoided until they become problems
- Leadership quality that varies from team to team
The instruments
A 360 for every stage of technical leadership
Each 360 has 40 items across five areas plus three written questions, and takes raters about 15 minutes. Start with the one that fits the role.
Featured for new technical managers
Front-Line Leader 360
Promoted for doing the work. Now they have to lead it. Built for team leads and new engineering and IT managers, especially in their first year leading people.
- Setting direction
- Developing people
- Building trust
- Handling hard moments
- Managing up and across
As they grow
Mid-level
Mid-Level Leader 360
Engineering and IT managers who lead other managers, balancing delivery today with developing the leaders who deliver it.
Senior
Senior Leader 360
Directors and VPs leading engineering, product, IT or infrastructure functions.
Executive
Executive Leader 360
CTOs, CIOs and technology executives shaping strategy, culture and results across the organization.
Have your own engineering ladder or competency model? Any 360 can be tailored with competencies from our library (+$100 per leader), or built on your own framework (from $2,000 one-time setup).
Who gives feedback
Every perspective that matters, in one report
Baseline
Self
The leader's own view, the starting point for every comparison.
Manager
Manager
The person the leader reports to, from an engineering director up to the CTO or CIO.
Direct reports
Their team
The engineers, analysts and specialists who experience the leader's leadership every day.
Where relevant
Peers
Fellow managers and leads who work alongside the leader on shared systems and goals.
Where relevant
Cross-functional partners
Product, design, operations or business partners who depend on the leader's team.
Your structure, your language. Rater groups are set during configuration and named to match your organization, whether that's squads, platform teams, product lines or departments.
How it works
We run the whole process, so your team doesn't have to
Step 1
Configure
We set up the 360, name rater groups and agree on who takes part, including which groups give feedback.
Step 2
Launch
Invitations go out in as little as 48 hours, with clear instructions for every rater.
Step 3
Collect
Automated reminders and completion tracking, with responses kept confidential.
Step 4
Report and debrief
A clear report for each leader, with a coaching debrief available through our Fully Managed plan.
For HR and people teams. Responses are confidential by design, there's no admin for your team, and the 360 fits alongside your existing review cycle and development programs.
The team
People who speak your language.
Drew Bird, Founder. Before moving into leadership development, Drew designed networks and led a team of engineers at the Bank of England and the London Stock Exchange, and wrote 14 books on IT and networking. He has since spent 20+ years designing and running 360 feedback in organizations. Accredited EQ and AQ Master Trainer, Executive Faculty at the University of Alberta, MSc in Organizational Psychology, MA in Leadership, and author of The Leader's Guide to Feedback.
The method behind it
The Leader's Guide to Feedback
The thinking that shapes every ClearPoint360 process: how to give, receive and use feedback so it actually changes behaviour.
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Talent development executive with 25 years' experience, who has guided hundreds of leaders through 360 feedback. ICF PCC and certified Human Capital Strategist.
More than a decade running assessment and 360 processes at The EQ Development Group and ClearPoint360.
Helps organizations close the gap between how leaders intend to lead and how they're actually experienced.
Questions
Questions from technology leaders, answered
How much time does it take from my team?
About 15 minutes per rater. Each 360 has 40 rated items and three written questions. Leaders can invite up to 50 raters, and most invite 8 to 12.
Is this a software platform we have to run?
No. ClearPoint360 is fully managed. We handle setup, invitations, reminders and the final report, so nobody on your team has to administer anything.
Does it work for remote and distributed teams?
Yes. Everything happens online, so raters can respond from anywhere, in their own time.
Can it match our engineering ladder or competency model?
Yes. You can tailor any of our four 360s with competencies from our library for an extra $100 per leader, or we can build a fully custom 360 on your own framework, from $2,000 one-time setup.
How is confidentiality protected?
Responses are anonymous and reports show aggregated results by rater group. If fewer than three people respond in a group, that group's ratings are withheld to protect anonymity.
Does it replace our performance reviews?
No. ClearPoint360 is built for development. It works alongside your existing review cycle and gives leaders a clearer picture of how they're experienced.
Get started
Let's talk about your technical leaders.
Book a discovery call to see the 360 and a sample report, or send us a question and we'll reply within one business day.
Book a discovery callThanks, we've got your question.
We'll get back to you within one business day. In the meantime, take a look at our sample report.