Wildenmann Tools & Services was one of the first providers of 360° feedback in Germany. And we still feel our commitment to this aspiration – to being a trailblazer in innovative survey systems – to this day. The services we provide cover the whole range from the development of a process and its technical implementation to the feeding back of the results. The spectrum of services we can support you with ranges from deployment of standard processes to the realisation of tailor-made competence models within feedback processes, from individual processes to a globally implemented feedback processes, and from classical paper questionnaires to multi-language online surveys.


360° feedback process "Leadership Circle"



Structure of the Leadership Circle

The Leadership Circle (LC) represents our valid and mature 360° feedback system for managers, soon available as version 4.0. The LC questionnaire incorporates 105 statements. These cover the following categories: personality, competences, areas of activity and the “spin-out factors” (stumbling blocks to a career). Additionally the level of importance of each of the factors addressed in the survey is assessed, so that a comparison can be made of what is, and what should be, for each group. There are optional questionnaires available with room for free comments. Approximately 30 minutes is required for the assessment.


The feedback report is divided up into an extensive presentation of the results and a data supplement that presents all the results once more for each statement in tabular form. A special feature of this report is in the way it consolidates the assessments step by step until there is clear evidence of the relevant strengths and explicit areas for development. That way the person receiving the feedback is led systematically to the most important points for their future personal development and their individual strengths.

The benefit of the Leadership Circle

The Leadership Circle provides the person under assessment with differentiated feedback on their management behaviour. In this respect the feedback serves as a starting point for a discussion between the person under assessment and the feedback providers. This means that the LC can help to clear up any prejudices and misunderstandings and improve the quality of the working relationships.

The primary objective of the Leadership Circle analysis is to concentrate on the aspects of individual behaviour that are relevant to performance. Through the talks with the assessors, this instrument can become a catalyst for the development of an open feedback culture. Sustainable value can only be achieved, however, if the manager really does change their behaviour. To ensure that the process that has been initiated does not peter out, we offer the LC monitor as an option.

Assessment and Report in English/German

Assessors: Self-assessment (executive), line manager, colleagues,
employees, other assessors (optional group)

Paper questionnaires or online feedback

Report as paper report and/or PDF-file

Open questions optional available

Certification training necessary for using the LC without consultant support

Make sure the sustainability of change

The LC Monitor – to ensure sustainable change

If a development process is started after the Leadership Circle has been accomplished, then it makes sense to guide the process by monitoring its progress so that all the parties involved become more committed to it. The LC Monitor is a great tool that was especially developed for this purpose. The person under assessment selects the ten statements they consider most relevant for them (optionally supplemented with two spin-out factors) and asks their superiors and subordinates about the change in their behaviour.

Please note: A one-day certification training is necessary for using this tool independently without the support of external consultants.

Good Reasons for Wildenmann

  1. Die Auswertung wird vom System automatisch vorgenommen. Jeder Teilnehmer erhält klare Hinweise zu seinen Stärken und Entwicklungsfeldern.
  2. Die Bereiche des Feedbacks (Persönlichkeit, Kompetenzen, Handlungsbereiche und Spin out Faktoren) ermöglichen eine treffsichere Diagnose von Ursachen für Führungsprobleme.
  3. Durch unsere Forschungsarbeit konnten ertragskritische Faktoren ermittelt werden, die besonders hoch mit Erfolg in Beziehung stehen und in jedem Fall hoch ausgeprägt sein sollten.
  4. Es lassen sich Führungsstile und die daraus resultierenden Konsequenzen als Wirkungsketten transparent machen.

Information: +49 7243 5230800

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