Data vs intelligence
Move from guesswork to signal-driven confidence. Interval 360 gives you structured, multi-perspective leadership feedback for the moments where talent decisions matter most — so promotion, succession, and placement calls rest on evidence, not anecdotes. See our playbook on the What vs. the How in promotions.
Promotion and succession calls are among the most consequential choices an organization makes. When the feedback layer is thin, decisions default to visibility, politics, and last quarter's story — not how a leader is actually experienced by the people around them.
Promotion and succession shaped by one manager's view and last quarter's performance — not by how that leader is experienced across the organization, consistently over time.
HiPo programs that track potential without grounding it in how that person actually leads.
Issues that multi-perspective feedback would have surfaced never make it into the conversation.
Talent reviews conducted without comparable evidence across candidates — making calibration harder than it needs to be.
Interval 360 surfaces the two dimensions that matter most for talent decisions: what leaders deliver, and how they are experienced as leaders. Together they replace one-dimensional anecdotes with a complete picture.
The What — Results
Assesses delivery against goals, ownership of outcomes, quality of decisions, and execution under pressure — the core performance signal relevant to promotion and succession readiness.
The How — Leadership Experience
Assesses how peers, direct reports, and cross-functional partners experience them — communication, trust, accountability, and team development. The signal that predicts whether a strong individual contributor will succeed in a bigger role.
Strategic deployment
Validate readiness before committing to executive upward mobility.
Identify and nurture the next generation of bench strength with data.
Confirm high-potential status through multi-dimensional assessment.
Standardize talent discussions with objective intelligence exports.
Assess the velocity of new leadership impact after the first 100 days.
Talk to us about integrating Interval 360 into promotion, succession, and calibration workflows.
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