A 10,000-employee global technology services and consulting firm with operations across North America, Europe, and Asia was launching a major leadership development initiative for more than 40 senior executives. As the company continued to scale, its leadership team wanted to ensure that executives were aligned not only on strategy — but on how leadership showed up across the organization.
They believed the program should begin with something powerful, personal, and data-driven.
They chose Launch 360.
The company evaluated multiple 360-degree feedback and leadership development platforms. What ultimately set Launch 360 apart was a rare combination of simplicity, flexibility, and real leadership expertise.
In other words, they didn’t just buy software — they gained a trusted partner.
The firm’s CHRO and executive leadership team had a clear philosophy:
If we want leaders to grow together, they need to start with a shared experience and a common language. Rather than running disconnected coaching programs or siloed leadership workshops, they wanted every executive in the cohort to begin with the same 360-degree assessment, measuring the same leadership competencies, so conversations across the group would be grounded in comparable data.
Launch 360 partnered closely with the firm’s HR and leadership development team to design an
end-to-end 360 process that would work at scale — and at the senior-executive level.
Together, they built a program that included:
All 40+ executives completed the same Launch 360 assessment, aligned to a consistent set of leadership competencies. This ensured:
Add the Personal Impact Survey as a section within any 360 assessment. Leaders receive both traditional competency ratings AND narrative strengths feedback.
Launch 360 worked closely with the company’s HR team to:
This was critical. At the senior level, trust is everything — and leaders needed to know that their feedback would be used for development, not evaluation.
Launch 360’s system ensured:
This created the psychological safety needed for honest, high-quality feedback.
As the program unfolded, something powerful happened
Because every executive went through the same 360 process, leaders began to:
Instead of isolated development conversations, the company now had a shared leadership mirror.