Executive succession
Before a handover, boards and CHROs need a clearer view of how a successor is already experienced by peers, reports and key stakeholders.
Executive 360 assessment
See the leadership impact the organisation chart cannot show.
Confidential 360 insight for executives and senior leaders—fully managed by Pure Survey, built around your framework and designed to turn blind spots into focused development action.
Confidential insight for the people carrying the biggest decisions.
An executive 360 is not a mass assessment. It is a careful look at how a small group of senior leaders is experienced by the people who work with them. The organisation chart shows reporting lines. It does not show influence, trust, or the gap between what a leader intends and what others receive.
Pro360Survey is administered by Pure Survey with the discretion this work requires. You decide what is measured. We manage the process so the feedback stays relevant, confidential and usable.
Typical reasons organisations run an executive 360
CHROs, HR directors, people and culture leaders and executive sponsors usually come to this work with a specific moment, not a general interest in surveys.
A newly formed or changing executive team
A new Exco needs an honest picture of how the team is landing—individually and together—while working relationships are still forming.
Senior-leader role transitions
A move from functional head to enterprise leader changes what “good” looks like. Feedback should match the new role, not the old one.
Executive-team effectiveness
When decisions stall or the team is not trusted below it, a confidential 360 can show where impact and intent have drifted apart.
Leadership risk
A small number of senior behaviours can create outsized risk. The 360 is a structured way to hear that early, privately.
Senior-leader blind spots
Capable executives often have one or two patterns that everyone else can see. The report should name those patterns without theatre.
Trust and confidentiality come first
Executives will not give or receive useful feedback if they believe the process is leaky, political or poorly administered. Pure Survey manages invitations, reminders and reporting with agreed access rules. Rater groups are large enough to protect individuals where the design requires it, and small enough to stay relevant.
Before a campaign starts, we agree who will see the full report, who will facilitate the debrief, and how comments will be handled. That agreement is part of the administration, not an afterthought.
Intent versus impact
Most senior leaders can explain what they were trying to do. Fewer hear, in a structured way, how those choices landed. The executive 360 is built to hold both views: the leader’s self-assessment and the combined view of people who see the work at close range.
That comparison is often the most useful part of the report. It is not a verdict. It is a map of where the leader’s story and other people’s experience no longer match.
Insight that stays sharp at the top
Executive strengths and blind spots
Reports surface what others already rely on, and the patterns that quietly undermine the leader. The aim is a short list of priorities, not a catalogue of every score.
Relative scoring for high scorers
Senior leaders often score well across the board. Pro360Survey reads each score against the average that rater tends to give—so a 4 from someone who usually gives 4.5 is still a flag worth discussing, and the report always has something to say.
Clear development reports
Readable in a single sitting: overall results, rater-group differences, qualitative comments and a small set of development priorities—followed by action tracking so the work continues after the debrief.
Managed administration
Pure Survey configures the campaign, supports participants, monitors completion and produces reports. Your team stays in control of the brief. We carry the operational load that usually falls on an already stretched office of the CHRO.
Pricing for executive work
You pay per participant report, not per invited rater. An executive can include the right mix of peers, reports and stakeholders without a per-person surcharge. Volume reductions apply when more reports are required. Rates start from R1,450 per participant report. See pricing.
Frequently asked questions
Is an executive 360 a performance-management or disciplinary process?
No. Pro360Survey is a confidential development intervention. It should not be used to justify a performance rating or a disciplinary outcome. If that is the need, a different process is required.
Who sees the report?
That is agreed in writing before invitations go out. Most clients limit the full report to the participant and one nominated conversation partner—often a coach, CHRO or chair.
Can we use our own executive competencies or values?
Yes. Complete freedom over question sets, competencies and values is a core part of the platform. We can also help translate a values statement into observable behaviours. See values and culture.
How is this different from a leadership-programme 360?
The platform is the same. The administration, rater design, report conversation and tone are built for a small senior group. If you are running a cohort or pipeline programme, use the leadership development route.
Do you support executive 360s outside South Africa?
Primary markets are South Africa and wider Africa. Multilingual delivery is available when raters and participants need the survey in more than one language.
Talk to Pure Survey
Book an executive 360 consultation
Tell the Pure Survey team about the executive or senior-leader group you want to support. We will reply with a practical next step, not a generic product tour.
Your enquiry is handled by the Pure Survey team that administers Pro360Survey.