The only Mayo Clinic-validated assessment that measures specific leader behaviors driving team engagement, retention, and performance — in under 60 seconds, at a fraction of the cost of a traditional 360.
Most organizations can tell you how much they spent on leadership programs. Almost none can tell you which behaviors changed, which leaders improved, or whether the investment moved the needle on retention and engagement.
The typical Fortune 500 spends $3,000–$10,000 per participant on leadership development programs. Yet most organizations measure success with post-session satisfaction surveys — not by measuring whether leadership behaviors actually changed.
Replacing a mid-level employee costs an estimated 50–200% of their annual salary. The data consistently shows that people leave managers, not companies — but without measurement, you’re reacting to exits instead of predicting and intervening early.
Major 360-degree vendors charge $1,000–$8,500 per leader, require certified facilitators, take 30–60 minutes to complete, and produce results weeks later. At that price point, meaningful scale is impossible for most organizations.
Whether you’re measuring a single cohort or rolling out across an entire organization, the platform is built to scale with you.
Run a baseline assessment before any leadership program. Run it again after. The platform automatically links the two and shows exactly what changed — by dimension, by leader, and across the cohort.
The organization heatmap shows every assessed leader’s scores across nine dimensions at a glance. Low scores in coaching, recognition, or communication are leading indicators of disengagement and turnover — visible months before an exit interview.
Leadership development is often one of the largest line items in a people budget — and one of the hardest to defend. Organization-wide heatmaps, trend data, and before/after comparisons give you board-ready proof the investment moved the needle.
From the CHRO to the first-time manager, every person with a stake in leadership quality gets something concrete from the platform.
Get organization-wide visibility into leadership quality across every department. Use trend data to connect leadership scores with engagement and attrition metrics — and finally have the data to support leadership investment decisions.
Run pre and post assessments around every major development initiative. For the first time, you can show your executive sponsors and your board exactly what changed — not just how many people attended or how they rated the facilitator.
Use the baseline assessment to focus coaching sessions on the dimensions with the most room for growth. Use the follow-up to show measurable improvement to your client, their manager, and the program sponsors.
See exactly how the managers in your department are experienced by their teams. Surface coaching conversations with data rather than instinct. Use trend data to recognize leaders who are genuinely improving — and support those who need help.
Get honest, anonymous feedback from your team on the specific behaviors that most affect their experience of your leadership. Know exactly where you’re strong and where you have the most room to grow — without waiting for an annual review.
Leadership development is a major budget line. The Leadership Impact Index provides the before/after data that turns a program expense into a documented investment — with measurable returns in retention, engagement, and leadership performance.
| Leader | Career | Empower. | Coach. | Recognit. | Innov. | Overall |
|---|---|---|---|---|---|---|
| Org Average | 78 | 81 | 72 | 70 | 76 | 75 |
| Sales & Revenue | ||||||
| A. Martinez | 88 | 92 | 84 | 80 | 86 | 86 |
| B. Thompson | 71 | 78 | 63 | 61 | 68 | 68 |
| Technology & Engineering | ||||||
| C. Nguyen | 82 | 90 | 77 | 74 | 88 | 82 |
| D. Park | 64 | 70 | 55 | 52 | 62 | 61 |
| Operations | ||||||
| E. Robinson | 79 | 83 | 75 | 72 | 77 | 77 |
| F. Chen | 66 | 73 | 67 | 58 | 65 | 66 |
The organization heatmap gives your HR and leadership teams an instant, color-coded picture of leadership health across every department — no pivot tables, no analyst, no waiting.
Traditional 360-degree assessments were built for a different era. The Leadership Impact Index delivers clinically validated data at the speed and scale modern organizations actually need.
| Factor | Leadership Impact Index | Traditional 360-Degree Assessment |
|---|---|---|
| Time to complete | Under 60 seconds | 30–60 minutes |
| Results available | Immediately (once 5 responses received) | 2–4 weeks |
| Cost per leader | Starting at $100 | $995–$8,500 |
| Consultant or facilitator required | No — fully self-administered | Usually yes (certified facilitator required) |
| Clinical validation | 14+ peer-reviewed studies — Mayo Clinic | Varies by provider |
| Before/after comparison | Built in — automatic, same-leader linking | Manual or separate engagement |
| Organization-wide view | Interactive heatmap across all leaders | Individual reports only |
| Number of questions | 9 validated questions | 50–100+ |
Pay per assessment. Volume discounts apply automatically. Free to explore the platform — only pay when you’re ready to deploy your first assessment.
Create a free account, explore the platform with demo data, and see exactly how the Leadership Impact Index delivers for corporate teams — before you spend a dollar.
Free to explore. Only pay when you’re ready to deploy your first assessment. No credit card required.