Why was I added to be an evaluator?

You’ve been invited to complete the Leadership Growth Profile (LGP) because your feedback offers valuable insight. The individual responsible of inviting you as an evaluator is the one being assesed. As someone who interacts regularly with the leader, your observations help them understand how their behaviour is experienced by others. However, if you still feel that you are not qualified to provide an assessment for the leader, please reach out to him / her directly.

The LGP is a 360° research-based tool that focuses on observable behaviours, and not personality traits. It helps leaders identify blind spots, align intention with impact, and grow in ways that benefit both their development and the wider team.

There are several possible roles evaluators can hold in the 360° process:

• Manager: If you're the leader’s direct manager, your feedback gives critical insight into how they lead upwards and align with performance expectations.

• Direct Report: If you report to the leader, your perspective helps assess how they empower others, set direction, and build a thriving workplace.

• Peer or Colleague: If you work alongside the leader, your view reveals how they collaborate, communicate, and engage across functions.

• Dotted-line Report / Other: You may be a client, cross-functional partner, or stakeholder. Your insights are equally valuable in showing how the leader’s behaviour extends beyond their immediate team.

If you're in a role where certain behaviours aren’t visible to you, that’s okay. You’ll have the option to select “Not Applicable” (N/A) where appropriate.

What If I’m Not Sure How to Answer?

Just answer honestly, based on what you’ve personally observed. The LGP focuses on specific leadership behaviours aligned with the Triple Goal - great performance, great learning, and a great workplace. If you haven’t seen a particular behaviour or don’t feel qualified to comment, selecting “N/A” is perfectly appropriate.

Your feedback, especially when it’s candid and constructive, supports the leader in building greater self-awareness, reducing blind spots, and making intentional changes that benefit the entire organisation.