By: Delta Leadership Staff

When it comes to organizational development and leadership coaching, one key question emerges: Are we basing feedback on assumptions, or do we have actionable, comprehensive data that provides a clear picture of where improvement is needed? This is where the power of a 360 assessment comes into play. By gathering data from multiple perspectives, including colleagues, direct reports, and even clients, a 360 assessment creates a foundation for impactful coaching that goes far beyond guesswork.

Jennifer Roth, ACC, an experienced HR professional and certified executive coach, emphasized this point during a recent discussion. Reflecting on her experience with the Six Domains of Leadership (SDL) 360 assessment, she shared, “It will give you data, which in turn will help enhance and improve your self-awareness in order for you to take action on being a better leader.” In Roth’s perspective, data-driven insights are critical for coaches and HR professionals alike, transforming feedback into something meaningful and actionable.

The Gap Between Feedback and Data

For organizations facing challenges with a leader or department, initiating change can feel like a delicate process. Often, there is hesitation to address problems directly, which can lead to missed opportunities for growth. Sometimes feedback is delivered based on observation and anecdotal evidence, which lacks the clarity and depth needed to inspire actionable change.  A 360 assessment offers a constructive and non-threatening starting point. By framing development conversations around data, it shifts the focus from subjective opinions to measurable insights, making it easier to approach sensitive topics and foster open dialogue.

While there are a number of 360 assessments available on the market today,  Roth noted that the Six Domains of Leadership Model Survey stands out for a number of reasons.  “ It’s high quality, scientifically-based, logical, understandable and practical.  Overall it aligns well with the approach I take to coaching and HR work.”  

The Advantage of Comprehensive Insights

One of the greatest advantages of using the Six Domains of Leadership 360 assessment is its ability to identify blind spots that might otherwise go unnoticed. These are the areas where a leader’s perception of their performance doesn’t align with the perspectives of others. Roth explained, “It’s not diving into the specifics at first—it’s starting more broadly. What were your initial thoughts about the results? What surprised you? What resonated with you? What seemed obvious to you?” This process opens the door to honest self-reflection and meaningful conversations.

Unlike more generalized coaching tools, the SDL 360 assessment addresses the nuances of leadership. Roth compared the Six Domains of Leadership structure to foundational frameworks like Maslow’s hierarchy of needs, describing how it builds on itself to develop “the whole leader, as opposed to just the performance piece.” This holistic approach ensures that coaching isn’t limited to isolated skills but addresses the broader competencies that drive sustainable leadership growth.

From Data to Actionable Change

The process doesn’t end with collecting survey results—it begins there. A skilled coach can use the data to guide the leader through an exploration of their results, asking questions that spark deeper understanding and self-awareness. Roth shared her framework for working with clients during this process, which starts with understanding their experience of the survey itself and leads to open-ended questions like, “How does this domain show up for you? When have you heard this sort of feedback before?”

From there, the focus shifts to actionable planning. “Based upon your total results, what’s one action you would want to take away?” Roth shared, emphasizing the importance of prioritization and realistic timelines. By turning data into focused steps, the coaching process becomes both practical and impactful.

Why Every Organization Needs a 360 Assessment

The modern workplace demands more from leaders than ever before. Employees expect their managers to support, mentor, and guide them in a way that fosters growth, engagement, and resilience. In this context, a 360 assessment becomes more than a coaching tool—it becomes a strategic investment in organizational health. Roth highlighted this shift, explaining, “Since the pandemic, there are higher expectations for people managers. They are expected to support, coach, mentor, and train to support the whole individual.”

By integrating 360 assessments like Delta Leadership’s SDL Survey into leadership development programs, organizations gain a data-driven lens to measure, support, and enhance leadership performance. These tools don’t just uncover areas for improvement—they set the stage for sustainable growth and long-term success.

The ROI of Data-Driven Coaching

For HR professionals, coaches, and organizational leaders, the return on investment for incorporating a 360 assessment is clear. While these tools provide valuable insights, it’s the coaching that follows which ensures those insights lead to transformation. Roth cautioned against relying on surveys alone, explaining that without one-on-one coaching, the value of the data could be lost in interpretation. “Even if you have five executives in a room and they review the survey results without one-on-one coaching, they’re going to come away with five different views. You want to be consistent in the application and the assessment,” she advised. Coaching bridges this gap, creating a structured pathway from insights to impactful change.

Roth further articulated the benefits, stating, “The survey is high-quality and credible… it helps me support them as they figure things out on their own, become self-empowered, and self-sufficient. Its structure in looking at the whole person allows conversations that otherwise would not happen, and insights that help me quickly identify how I can best coach them to increase and improve their influence on those they lead.”

Data provides clarity, and clarity builds trust and confidence in the coaching process. By aligning leadership development with actionable insights, organizations create a culture of accountability and growth that resonates at every level.

In the end, a 360 assessment isn’t just a tool—it’s a catalyst for meaningful change. With data at its core, coaching becomes a targeted, transformative process that drives leaders and their teams toward measurable success.

About Delta Leadership

Delta Leadership is a forward-thinking organization dedicated to enhancing leadership effectiveness through research-backed frameworks and comprehensive coaching tools, such as The Six Domains of Leadership 360 Assessment and Model, developed through scientific research at Duke University.. By integrating behavioral insights with practical application, Delta allows leaders at all levels to cultivate self-awareness, foster growth, and achieve sustainable impact. With a commitment to workplace health and modern management practices, Delta Leadership stands as a trusted partner in the evolving dynamics of leadership development.

About Jennifer Roth

Jennifer Roth, brings over 25 years of human resources expertise to her role as a certified executive coach. Having worked extensively with C-suite executives, senior leaders and emerging leaders, Jennifer combines strategic insight with a deep understanding of organizational dynamics. She is a credentialed Associate Certified Coach through the International Coaching Federation. Additionally, she received a Leadership and Performance Coaching certificate from Brown University and certification in the Six Domains Leadership Model, reflecting her dedication to fostering leadership excellence and personal growth. Through her tailored coaching approach, Jennifer helps clients navigate change, develop their potential, and achieve meaningful outcomes.

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