01 / INPUT
Relevant perspectives
Self, manager, peers, direct reports and other stakeholders can be configured around the programme purpose.
PRISM360
Feedback made actionable.
A multi-rater development experience that surfaces patterns across relevant workplace perspectives and translates selected priorities into a focused development plan.
EXPERIENCE ARCHITECTURE
Perspective → pattern → action.
02 / SAFEGUARDS
Responsible reporting
Small rater groups are suppressed where aggregation would not provide an appropriate confidentiality safeguard.
03 / INTERPRETATION
Patterns, not verdicts
Feedback identifies development themes; it is not a clinical diagnostic or automatic employment decision.
04 / ACTION
30–60–90 focus
Selected priorities become behavior experiments, coaching conversations and a review cadence.
A minimum group threshold is a reporting safeguard, not an absolute guarantee of anonymity. Design must also consider role context, subgroup size and potentially identifying comments.
REPORT EXPERIENCE PREVIEW
Make the feedback pattern visible.
ILLUSTRATIVE PRISM360 VIEW
Perspective without a verdict
Sample structure only. Real reporting depends on configured rater groups and confidentiality rules.
Pattern gaps
Decision clarity+8 others
Delegation−11 others
Coaching+3 others
Choose the few that matter
Delegate outcomes, not tasks
Ask before advising
Make trade-offs explicit
Move feedback into action
30 daysExperiment
60 daysStakeholder check
90 daysReview movement
Illustrative sample values. Minimum-group thresholds reduce disclosure risk but do not guarantee anonymity.