Question sets designed around your values
Items are written from the organisation’s language. If “respect” means something precise in your business, the questions should say that, not a generic definition.
Values-based 360
Turn your values into measurable leadership behaviour.
Values only change an organisation when other people can see them in how leaders decide, speak and treat colleagues. Pro360Survey translates those values into observable behaviours and asks whether they are visible.
From a values poster to behaviour other people can rate.
Most organisations can list their values. Fewer can say, with evidence, whether leaders act in line with them. A values-based 360 does not replace executive or leadership development. It sits inside those programmes as the measurement layer for culture.
Pro360Survey can take the organisation’s real values—not a borrowed model—and turn each one into specific leadership behaviours. Raters then say whether those behaviours are visible in the participant’s day-to-day work.
What a values-aligned 360 makes possible
Feedback on whether behaviours are visible
Leaders hear whether colleagues, reports and peers actually see the behaviour the value requires. That is different from asking whether they “believe in” the value.
Gaps between intent and impact
A leader may intend to be inclusive and still be experienced as closed in meetings. The report holds both views so the development conversation can be specific.
Reporting that supports both routes
The same values set can be used for a confidential executive 360 and for a broader leadership-development programme. The administration and tone change; the cultural standard does not have to.
Different languages
Values lose meaning when they are only available in one language. Survey content, interface text and email invitations can be translated so raters respond in the language they use at work.
Actions after the report
Once a gap is named, the participant can record a development action and track it. Culture work needs follow-through, not only a scores page.
Use values inside the route you already need
Values-based 360s are not a third product. Choose the campaign that matches the audience.
Executive development
Use values in an executive 360
Focus on whether the executive team visibly models the organisation’s desired culture. When senior leaders are out of step with the values they publish, the rest of the organisation notices first.
Explore executive developmentLeadership development
Use values across a leadership-development programme
Focus on how consistently leaders translate organisational values into everyday behaviour—across manager cohorts, emerging-leader groups and succession pools.
Explore leadership developmentIf you already have values, we can help you measure them.
Bring the framework you have, or ask Pure Survey for questionnaire guidance. Either way, the 360 stays built around your organisation.