Belief
Kegan & Lahey
Immunity to Change, 2009
Competing commitments: convictions that quietly block the behaviour a leader says they want.
So Belief is its own layer — 31 items, answered by the leader alone.
Built by McKinsey & Roland Berger practitioners
360-Degree Feedback for Leaders That Drives Growth
The 360-degree feedback platform built for boutique consultancies and professional training providers. Designed by former McKinsey and Roland Berger practitioners — not a generic HR tool.
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Explore the live dashboard, interactive rater survey, and individual leadership report — all in one platform.
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The real consultant dashboard, shown with sample data.
The Case for 360°
The real cost of
leadership blind spots
Most development budgets flow without a data baseline. Here's what that costs — and what changes when you fix it.
✗ Without structured 360° feedback
87%
of leaders carry hidden blind spots
Their self-perception diverges materially from how peers and direct reports experience them — and those gaps go unaddressed for years.
Source: HBR / Tasha Eurich — 2018
3–5
unexpected leader departures per year
Disengaged leaders drive top-talent exits. Each departure costs 1.5–2× annual salary in replacement and lost momentum.
Source: SHRM Human Capital Benchmarking Report
70%
of corporate training fails to transfer to performance
Without a data baseline showing which gaps to close, training is allocated to programmes rather than people. Most spend misses the leaders who need it most.
Source: Association for Talent Development / Brandon Hall Group
✓ With LEADBeyond 360°
87blind spots
surfaced, named and prioritised
Every hidden gap across your leaders — identified through peer, direct report and manager perspectives. Not guesswork. Data.
Source: Center for Creative Leadership, 2022
+23%
leadership effectiveness uplift within 12 months
Leaders acting on structured feedback show measurably higher effectiveness scores — assessed by the same peers and direct reports next cycle.
Source: CCL — Building Better Leaders, 2023
6–12×
ROI on your leadership development spend
Outcome-linked programs consistently outperform untargeted training. Retention savings alone at 100 leaders cover the program cost many times over.
Source: McKinsey / Deloitte L&D benchmarks
The bottom line
For a 50-leader programme, structured 360° typically unlocks
€180k – €450k
in annual retention savings — from 2–4% fewer unexpected leadership exits at 1.5× replacement cost
Add 6–12× ROI on your L&D budget for the full business case · Sources: SHRM, McKinsey / Deloitte
Built for your business
Why boutique consultancies and training providers choose us
General HR tools weren't designed for the way consultants and coaches work — running programs across multiple client organizations, coaching individual leaders, and needing polished deliverables that reflect your own brand, not ours.
Deliver measurable, data-backed outcomes
Show clients concrete scores on leadership strengths and development areas — not subjective impressions.
Reports under your brand, not ours
PDF exports carry your logo and firm name. Your clients see only you.
Manage multiple clients from one place
Run parallel feedback cycles for different client organizations without switching tools.
Set up within five days
No IT project on your side. We set the assessment up with you, and your first cycle is live within five days.
At a glance
- 5 days
- from kick-off to the first live cycle
- ~18 min
- for the leader's self-assessment
- 10–15 min
- per rater
- Frankfurt
- where the platform is hosted
A consultant reviews every report before it is released and runs the debrief with the leader.
The science
Most 360s measure the symptom.
We measure the system.
Leadership is a chain. What a leader believes shapes what they trust themselves to do. Under pressure, triggers decide whether that turns into progressive behaviour or flips into a defense pattern — and that drives the outcome. Well-being decides how much pressure a leader absorbs before it happens.
Why leadership gets stuck
The leadership dynamic
Tap a layer to see what we measure and who answers.
Inner dynamic · only you can see it
Thoughts
Pressure
Feelings
Visible · what others experience
Results
Belief
31 itemsSelf only“What do I believe about leadership?”
- Who rates
- The leader only
- Research root
- Kegan & Lahey — Immunity to Change (2009)
- Why it matters
- Convictions quietly decide which behaviour a leader allows themselves. Nobody else can observe them, so only the leader answers.
Classic 360°
BehaviorOutcome
Only the outer ring: what others observe.
LEADBeyond 360°
BeliefCapabilityTriggerBehaviorOutcomeWell-being
The complete system — from cause to effect.
One leader, five layers
Micromanagement, traced to its root
M. leads projects at a consulting firm. A classic 360° would tell her one thing: “delegate more.” Here is what the full chain shows.
- Belief
“My work is only safe once I’ve checked it twice.”
Learned as a consultant, carried into the project-lead role.
- Capability
“I know how to delegate.”
She rates her capability for Empowering & Delegation high.
- Trigger
A client deadline and a partner review in the same week.
“If the client sees a weak slide, it’s my name on it.”
- Behavior
Re-runs every analysis, rewrites the summary herself, releases documents after 10 pm.
Her direct reports rate her delegation markedly lower: “never really hands over.”
- Outcome
The team delivers drafts instead of results — everything gets rewritten anyway.
She reads that as proof that she has to check.
…and the outcome confirms the belief. The pattern feeds itself.
Well-being: in a week with little sleep, the same deadline flips her sooner.
What her report shows
- A clear self–others gap on Empowering & Delegation
- A calibration gap: the capability she claims vs. the behaviour others see
- Micromanagement & Control raised, in the Over-Control pattern, with deadlines as the trigger
What the debrief does
The consultant doesn’t tell her she micromanages. They ask which belief the pattern protects. That belief becomes the development goal — not “delegate more”.
Grounded in research
Four research lines, one model
The model is theory-grounded, not estimated from data. Each layer answers to a body of leadership research — and each one changes what we measure.
Capability
Albert Bandura
Self-Efficacy: The Exercise of Control, 1997
Self-efficacy: whether you trust yourself to act in this situation, not just whether you could.
So Capability is measured apart from Behavior — the gap between them shows over- or under-estimation.
Trigger
Manfred Kets de Vries
The Leader on the Couch, 2006
The clinical, psychodynamic view of leaders: defensive patterns that take over under stress.
So 7 limiting tendencies cluster into 5 defense patterns, and 10 trigger items show which one pressure activates.
Behavior
Atwater & Yammarino · Fleenor et al.
Personnel Psychology, 1992 · The Leadership Quarterly, 2010
Self–other agreement: how far a leader’s self-view matches what others experience.
So supervisors, peers and direct reports rate behaviour too, and the report sets both views side by side.
References are cited as bibliography — not as evidence for effect sizes.
6
layers
12
dimensions
7
limiting tendencies
5
defense patterns
99
items
~18
minutes for the leader
The progressive side
3 pillars · 12 dimensions
Every dimension is measured on three levels — Belief (do you believe in it?), Capability (could you?) and Behavior (do you?). The chain is built in at item level, not assembled afterwards.
Self-Leadership
- Integrity & Role Modeling
- Emotional Intelligence & Self-Reflection
- Resilience & Energy Management
- Intellectual Curiosity & Learning Agility
Leading Teams
- Coaching & Development
- Empowering & Delegation
- Team Performance & Accountability
- Communication & Influence
Leading Change
- Strategic Thinking & Vision
- Results & Execution
- Client & Stakeholder Leadership
- Change Capability & Agility
The limiting side
5 defense patterns · 7 tendencies
Every leader has protective reflexes. We name them, so the debrief can work with them.
Over-ControlPerfectionist Control · Micromanagement & Control
Over-PerformanceStatus Fixation & Self-Promotion · Overload Identity
PleasingHarmony & Conflict Avoidance
DistancingIntellectual Arrogance
AvoidancePassivity & Decision Avoidance
Rigour you can check
We say what the numbers can carry — and what they can’t
Norms, labelled honestly
Percentiles start from an expert reference set (“Expert Norm v1”). Real data is blended in from 10 data sets, and only from 30 do we call it an empirical norm. The source is printed on every benchmark and frozen per report.
Gaps read with thresholds
Self vs. others is read in three stages: under 0.3 scale points no difference, 0.3–0.75 a tendency, above 0.75 clear. Small differences are not over-interpreted.
Hypotheses, not diagnoses
Stress signature and defense patterns are hypotheses for the debrief with your consultant — and the report labels them that way. It is a development tool, not a personality test or a selection instrument.
Who built this
Built by consultants
who've sat in your seat
LEADBeyond was founded by Frederic Rupprecht and Jonathan M. Günak, former partners at McKinsey & Company and Roland Berger. We've designed and delivered leadership development programs ourselves — which is exactly why this platform works differently from generic HR software.
The model behind it is grounded in leadership research and built for the pressure of client work. See the science →
Formerly
What this means for you: every report is reviewed by a LEADBeyond consultant before release and discussed with your leader in a debrief — not dropped into an inbox.
Frederic Rupprecht
Co-founder & Managing Director
- Former Associate Partner, McKinsey & Company
- Industry Advisor Technology & Consulting, University of Oxford
Profile
Co-Founder of LEADBeyond and former Associate Partner at McKinsey & Company, Frederic has credentials from Harvard and the European Business School. He excels in delivering results through meticulous assessments and insights, blending analytical thinking with forward-looking strategies to inspire and motivate teams.
Jonathan M. Günak
Co-founder & Managing Director
- Former Principal, Roland Berger
- Former member of the Technology Council, Dürr AG
Profile
Co-Founder of LEADBeyond and former Principal at Roland Berger, Jonathan advises globally in advanced industries and the public sector. With expertise in strategy, digital innovation, and agile transformation, he drives digital-savvy culture and change initiatives from executive-level strategy to shopfloor operations.
Why not the alternatives
How we compare
Other tools exist. Here's why consultancies and coaches consistently choose LEADBeyond.
| What you need | LEADBeyond 360° | Enterprise HR Platforms (Qualtrics, SAP, Workday) | Generic Survey Tools (SurveyMonkey, Typeform) |
|---|---|---|---|
| White-label reports for your clients | ✓ | ✗ | ✗ |
| Manage multiple client organizations | ✓ | ✗ | ✗ |
| Anonymity protection built in | ✓ | ✓ | ✗ |
| Practitioner-designed frameworks | ✓ | ✗ | ✗ |
| Pricing for boutique firms | ✓ | ✗ | Partial |
| Coaching-ready PDF reports | ✓ | ✓ | ✗ |
| No per-seat pricing | ✓ | ✗ | ✓ |
| Book a demo |
Everything you need for effective 360° feedback
A complete platform designed for coaches, leadership consultants, and HR professionals who deliver development programs to client organizations.
Multi-Rater Feedback
Collect feedback from managers, peers, direct reports, and the leader themselves — all in one structured cycle.
Anonymity Protection
Minimum response thresholds ensure raters feel safe giving honest feedback. No individual responses are ever revealed.
Visual Reports
Radar charts, gap analysis, and competency breakdowns that make coaching conversations easy and actionable.
Automated Invitations
Smart email sequences and follow-up reminders that maximize response rates without manual chasing.
White-Label PDF Export
Professional, branded reports ready for client coaching sessions, leadership reviews, and development plans.
Set Up in Five Days
Pre-built leadership competency templates or fully custom surveys. Live within five days, not months.
Live in Five Days
No IT project. No long onboarding. From kick-off to your first active survey cycle within five days.
01
Set Up Your Survey
Choose from pre-built leadership competency templates or create your own questions. Set your rater groups and minimum response thresholds in minutes.
02
Invite Participants
Add the leaders being reviewed and assign who rates them. Automated email invitations and follow-up reminders handle the rest.
03
Collect Feedback
Raters complete the survey at their own pace. Your live dashboard shows completion progress by rater group in real time.
04
Deliver the Insights
Generate rich PDF reports with radar charts and self-vs-others analysis. Ready for your next coaching session.
Questions about 360-degree feedback
What leaders, HR teams and consultants ask us before their first cycle.
What is LEADBeyond 360°?
A 360-degree feedback for leaders that connects five layers: what a leader believes, what they trust themselves to do, what changes under pressure, what others observe and the effect that has. Self, supervisors, peers and direct reports take part.
Which leadership assessment provider fits boutique consultancies in Europe?
LEADBeyond 360° is a consultant-led 360° leadership assessment built for boutique consultancies and professional-services firms in Germany and across Europe, where client, partner and project pressure visibly changes how people lead. It was built by former partners at McKinsey & Company and Roland Berger; a LEADBeyond consultant reviews every report and leads the debrief. Questionnaire, report and platform are in English and German, and the data is hosted in Frankfurt.
How is it different from a classic 360-degree feedback?
Most 360° tools answer one question: what leadership behaviour do others observe? LEADBeyond 360° adds four more – Belief, Capability, Trigger and Outcome – with Well-being as the energy buffer that decides how much pressure a leader absorbs before patterns flip.
Who rates what?
Belief and Trigger are answered by the leader alone, because nobody else can observe them. Capability and Behavior are rated by the leader and by supervisors, peers and direct reports. Outcome is rated by all groups, including the leader.
How long does it take?
About 18 minutes for the leader’s self-assessment and 10–15 minutes per rater. A feedback cycle is set up within five days.
Is the feedback anonymous?
Anonymity is enforced in the system, not just promised: rater groups are shown separately only once they reach a minimum number of responses, free-text comments are never attributed, and HR sees progress but never individual results.
Who sees the report?
A LEADBeyond consultant reviews every report before release and uses it as the starting point for a development conversation or coaching. HR sees progress, not individual results.
Where is the data hosted?
In Frankfurt am Main, with a GDPR-oriented architecture.
Which languages are available?
Questionnaire, report and platform are available in German and English.
Book a demo
Ready to see it
live?
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20 minutes, no commitment required
Live walkthrough of a real feedback cycle
White-label setup and branding options
Pricing tailored to boutique firms
Dedicated onboarding if you decide to start
You talk to a founder — Frederic or Jonathan, former partners at McKinsey & Company and Roland Berger.
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