Able has comprehensive features and norms for 180º and 360° feedback process with standard and specific leadership and management profiles. A Participant's access to these features depends on the Learner Plan they are allocated.
About the Feedback Process
1. What It Is
180º or 360° feedback is a structured process where you receive feedback on your leadership & management capabilities and behaviors from multiple perspectives
A 180º feedback process is when the feedback on your capability and behaviours is provided by just one other person, generally your manager.
A 360º feedback process is when the feedback on your capability and behaviours is provided by multiple other people. This provides a full-circle view (“360 degrees”) of how you are seen at work.
2. Who Provides Feedback
Feedback usually comes from four groups:
Self – Your own reflections and ratings on your capability and behaviours.
Manager – Your direct leader’s view of your performance and leadership.
Peers – Colleagues you collaborate with across teams.
Direct Reports – Team members you lead or manage.
Sometimes, other stakeholders (clients, partners) may also be included if relevant.
In Able your response is displayed as a "Self" score and your raters are displayed as "Raters".
3. How It Works
Survey Sent
You and your chosen raters complete an online survey covering leadership skills, behaviors, and impact.
Confidential Feedback Collection
Rater responses are anonymous and confidential (except if you are doing a 180º profile with just your manager).
This encourages honest and constructive input.
Scoring
Rater results are averaged to give you a clear picture of trends rather than individual comments.
Scores are compared against benchmarks (such as global norms).
Report Generation
You receive an online report in Able with a summary of scores, comments, and benchmark comparisons.
Debrief & Reflection
You review the report (often with a coach, HR, or your manager) to identify strengths, blind spots, and development opportunities.
4. Why It’s Valuable
Self-awareness – See where your perception matches or differs from others’.
Balanced perspective – Hear from multiple people, not just one voice.
Targeted development – Identify specific behaviors to strengthen or adjust.
Benchmarking – Understand how you compare against leaders globally.
5. What Happens Next
The most powerful part of a 180º or 360° feedback process is what you do with it:
Create a personal development plan in Able.
Focus on 2–3 key behaviors to strengthen.
Use the feedback as input for coaching, AI-coaching or training programs.
Revisit progress after 6–12 months to track growth.