360° Leadership Diagnostic Grounded in Research
A comprehensive off-the-shelf 360° multi-rater diagnostic for leadership development. The LLP|360 provides critical insights into leadership effectiveness through feedback from those who work with you most.
Great leaders connect individual performance to team success and organisational goals. The LLP|360 reveals the skills that matter most: how well you lead yourself, develop your team and drive organisational performance. Get 360° feedback on the behaviours that shape results.
The Challenge
What if your biggest leadership blind spots weren’t about what you do, but how much of it you should be doing?
Most leadership development focuses on competencies like strategy or communication. But knowing what good looks like doesn’t tell you how you’re showing up.
You might think you’re inclusive. But do others feel heard? You might say you delegate. But does your team feel trusted or micromanaged?
That’s where the Linking Leader Profile (LLP|360) stands apart.
While most 360 tools focus on behaviours, LLP|360 measures the gap between behaviour and need – asking not just how often you do something, but how important that behaviour is in your context. This two-part system delivers a clear satisfaction rate across 13 essential leadership skills.
Why It Matters
- Relevance without custom builds: LLP|360 adapts across leadership levels and contexts without needing tailored frameworks
- True benchmarking at scale: Everyone is measured the same way, making comparisons fair, fast and cost-effective
- Focused feedback: It pinpoints where improvement matters most, turning feedback into development priorities
How LLP|360 Works
The Three Linking Levels Framework
Linking is the ability to coordinate people and tasks so that teams work effectively together. It’s the how behind leadership that aligns vision, relationships and operations into one cohesive system.
Based on decades of research, the LLP|360 breaks these down into 13 observable Linking Skills spanning three levels:
1. People Linking Skills
Building relationships, trust and connection with others:
- Active listening
- Communication
- Participative decision making
- Team relationships
- Problem solving and counselling
- Management interface
2. Task Linking Skills
Managing and coordinating work effectively:
- Setting objectives
- Maintaining quality standards
- Allocating work
- Developing team capability
- Delegating appropriately
3. Leadership Linking Skills
Inspiring and directing the team to reach full potential:
- Motivating others to give their best
- Developing clear strategies to achieve goals
Most leaders are strong at one or two levels. The best leaders possess all three – and LLP|360 shows you where you stand.
360° Multi-Rater Feedback
LLP|360 is a multi-rater diagnostic that captures perspectives from up to five different rater groups:
Self-assessment
Supervisor(s)
Direct reports
Peers
Others
A minimum of 5 raters is recommended, ensuring comprehensive feedback while maintaining psychological safety for honest responses.
Gap Analysis
The power of LLP|360 lies in the gap analysis:
What you think you’re doing (self-rating)
What others experience (rater feedback)
Where gaps or overexertion exist (perception vs. reality)
What to focus on (highest-impact development areas)
Result: The LLP|360 uncovers blind spots that limit your effectiveness.
What You Get
Use Cases & Applications
For Individual Leaders
Understand your leadership impact and improve it
How LLP|360 helps individual leaders
- Get honest feedback you wouldn’t normally receive
- Identify blind spots to grow your skills and career
- Focus development on what matters most
- Build credibility by demonstrating commitment to growth
For Executive Teams
Build collective leadership capability
How LLP|360 helps executive teams
- Assess executive team leadership across all three linking levels
- Identify gaps in strategic capability
- Create development plans for senior leaders
- Track leadership effectiveness as teams evolve
- Demonstrate due diligence in psychosocial safety
For HR & L&D Leaders
Design leadership programs grounded in data
How LLP|360 helps HR & L&D
- Baseline leadership capability before development programs
- Measure program impact through pre/post LLP|360 assessments
- Identify systemic leadership gaps across the organisation
- Support succession planning by assessing leadership readiness
- Identify behavioural risks for psychosocial safety
For Consultants & Coaches
Deliver measurable leadership development
How LLP|360 helps practitioners
- Differentiate your practice with a globally recognised 360° tool
- Provide evidence-based coaching grounded in multi-rater feedback
- Demonstrate ROI through measurable behaviour change
- Access practitioner community for peer support and best practices
For Organisations
Build leadership at scale
How LLP|360 helps organisations
- Deploy LLP|360 across multiple leadership levels at scale
- Create a common language for leadership effectiveness
- Support leadership transitions (new managers, promotions, restructures)
- Build bench strength for succession planning
- Demonstrate due diligence in psychosocial safety
Timing Guidance
When to use LLP|360 for maximum impact:
- New leaders: Within 90 days of taking on a leadership role
- Succession planning: 12-18 months before an anticipated transition
- Performance management: As input to annual performance reviews
- Executive coaching: At start of engagement and 6-12 months in
- Leadership programs: Pre/post assessment to measure impact
- Organisational change: Before and after major change initiatives or mergers
Why LLP|360 Works
Trusted globally because it goes beyond competency measurement to reveal where leadership effort meets organisational need.
How LLP|360 Integrates with the Complete TMS Global System
LLP|360 is most powerful when combined with other TMS Global profiles:
Targeted Leadership Development
Develop leaders against what their role actually requires.
Combine: TMP + LLP|360 + QO₂ + WoWV
How these products work together
- TMP highlights leadership style and energy across different types of work
- LLP|360 identifies which Linking Skills matter most for the role and how effectively they are demonstrated
- QO2 adds insight into resilience, drive and decision-making under pressure
- WoWV reveals values and motivators shaping leadership behaviour and cultural fit
Result: Focused leadership development that targets the skills, behaviours and mindsets that will make the greatest difference.
Rapid Leadership Alignment
Create fast clarity and immediate leadership impact.
Combine: TMP (for the full team) + LLP|360 (leader only)
How these products work together
- TMP (Team) creates a shared language about work preferences, energy and contribution across the whole team – quickly improving understanding and alignment
- LLP|360 (Leader) pinpoints how the leader’s behaviour is experienced by others and where their Linking Skills most need to shift to lift team effectiveness
Result: Rapid insight into team dynamics and leadership impact, enabling focused, practical adjustments that improve alignment, trust and performance without the time or cost of a full development program.
Success Stories
See how organisations are using LLP|360 to develop leaders, measure impact and build leadership capability.
I have successfully used the Linking Skills Profile as a leadership development tool over the last 7 years. The 360 degree feedback which is based on observable behaviors makes it invaluable for identifying strengths and areas for improvement.
Over the past ten years I have used the Linking Skills Profile Questionnaire with middle and senior managers in a wide range of public sector organizations. The overwhelming response from those managers is that the Profile provides a wealth of practical and detailed feedback against which they can compare their self perceptions.
The products are cost effective and user friendly, yet backed by decades of thorough scientific research.
Reliable, practical tools to build teams, leaders and organisational culture.
In our work of enhancing team performance, we have found the issue of diversity to be a critical hinge factor which will determine the long term success of a team. Diversity will either bring the team to its knees or be its greatest asset, depending on whether team members: a) understand, b) value, and c) manage their diversity. We have found the Team Management Profile to be the most powerful, yet user friendly tool in ensuring teams address these three critical issues successfully.
Get Started with LLP|360
For Organisations & Leaders
Find a TMS Global Practitioner
Work with one of our 24,000+ accredited practitioners to complete your LLP|360 assessment.
Speak with a TMS Global Expert
Designing a leadership development program? Let’s discuss how LLP|360 fits.
Download a Sample Report
See the depth and practicality of LLP|360 insights.
For Consultants, Coaches & HR Professionals
Get Accredited in LLP|360
Join 24,000+ practitioners globally. Deliver a trusted 360° leadership diagnostic.
Already TMS Global Accredited? Add LLP|360
Add LLP|360 to your toolkit alongside TMP, QO2 and other TMS Global profiles.
Free Resources
Frequently Asked Questions
How is LLP|360 different from other 360° feedback tools?
Most 360 tools focus on how often a leader demonstrates a set of competencies – providing feedback on the visibility or frequency of behaviour. But they often miss a vital question: how important is that behaviour in the context of this role? The LLP|360 is unique because it measures both: “Should this occur?” (importance in role) and “Does this occur?” (current behaviour). This dual-rating approach captures how well expectations are being met, not just how visible the behaviour is. Other key differences: no custom build required (LLP|360 is ready to go but role-sensitive by design); true benchmarking (everyone is measured the same way, so you can compare leaders across teams, functions and time); and the Linking Skills model (built on a proven model of what makes teams succeed).
How many raters do I need for LLP|360?
A minimum of 5 raters is recommended, including: self-assessment, 1 supervisor (if applicable), 3-4 direct reports and 1-2 peers or stakeholders. Sufficient raters ensure reliability and anonymity for honest feedback.
Can LLP|360 be used anonymously?
Yes. Individual rater responses are aggregated and anonymised in your report. You’ll see feedback by rater group (e.g., direct reports, peers) but not by individual rater. This ensures psychological safety for honest feedback. Exception: manager feedback is typically identified if you only have one manager.
How long does the LLP|360 assessment take to complete?
For you (self-assessment): 20-30 minutes. For each rater: 15-20 minutes.
What happens after I receive my report?
Most people participate in a facilitated debrief session (90-120 minutes) with an accredited TMS Global practitioner. This session helps you interpret results and understand gaps, identify highest-impact development priorities, create an actionable development plan and process feedback constructively.
Can I retake LLP|360 to measure progress?
Yes. Many leaders reassess at 6, 12 or 18 months to track improvement. Repeat assessments show behaviour change over time and demonstrate ROI on development efforts.
Is LLP|360 validated and scientifically credible?
Yes. LLP|360 is grounded in established leadership theory (Kouzes & Posner, TMS Global research) and meets British Psychological Society standards for psychometric rigour.
Can LLP|360 be used for performance management or promotion decisions?
LLP|360 is designed for development, not evaluation. Whilst insights can inform performance conversations, the tool works best when positioned as a development resource, not a judgment. When used punitively, rater honesty decreases and the tool loses value.
What if my feedback is mostly negative?
360° feedback can be confronting, especially if there are significant gaps between self-perception and others’ experience. That’s why facilitated debriefs are critical – a skilled practitioner helps you understand feedback in context (not as a personal attack), identify root causes (not just symptoms), focus on development priorities (not everything at once) and build an action plan with support. Negative feedback is data – it shows you where to focus to become more effective.
How much does LLP|360 cost?
Pricing varies based on number of participants, delivery format (individual vs. cohort) and whether you’re working with a TMS Global practitioner or an accredited in-house practitioner. Contact us for a tailored quote, or to be put in contact with a TMS Global practitioner directly.
Leadership Development That Actually Changes Behaviour
LLP|360 offers a clear view of how your leadership is experienced, where expectations are being met and where to focus for meaningful improvement.
Whether you’re an individual leader seeking honest feedback, an HR leader building leadership capability at scale, a consultant delivering evidence-based coaching or an organisation preparing leaders for bigger roles – LLP|360 gives you the insight to act and the framework to improve.