Leadership intensive · Six months
EQ 360 Leadership Assessment & Coaching
There is a gap between how a leader sees themselves and how the people around them actually experience them. Most leaders never see it. This is the process that closes it.
Vincent propelled our organization from a traditional top-down structure to a collaborative, cohesive unit.
The difference
Most 360s are a survey. This one is a conversation.
A web form gets you averages. It does not get you the sentence someone hesitated before saying.
Live Interviews, Not a Form
Every EQ 360 is built from eight to twelve confidential interviews conducted personally by Vince with people who work above, beside and beneath the leader. Thirty minutes each, by phone or in person. What comes back is specific: real moments, real language, the thing everybody knows and nobody says.
Three Instruments, Not One
The EQ-i 2.0 measures emotional intelligence. The Myers-Briggs explains why the same message lands differently on different people. The TKI shows what happens under conflict. Together they answer not just what a leader does, but why.
A Number at the End
After the coaching, the same panel is surveyed again and asked what actually changed. Almost nobody in this field goes back and measures. Every EQ 360 closes with evidence, delivered to the person who commissioned it.
The process
Six months. Seven movements.
- 01
The sponsor conversation
It starts with whoever is investing in this leader. What are you seeing? What would need to change for you to consider this money well spent? That answer becomes the measuring stick.
- 02
Choosing the panel
Eight to twelve participants, deliberately mixed across superiors, peers and direct reports. The invitation goes out from the leader in their own voice, which tells the panel their leader asked for this.
- 03
The interviews
Every conversation is scheduled and run personally. Two questions: what do you want to affirm about this leader, and what growth do you see for them? Nothing is ever attributed to an individual.
- 04
The assessments
While the interviews are running, the leader completes all three instruments and sits for two debrief sessions. By the time the report lands, Vince is not a stranger delivering hard news.
- 05
The report
Everything is compiled into themes, reviewed with the sponsor first, an action plan agreed, and then delivered to the leader. A theme raised by five people is a pattern; raised by one, it is a data point.
- 06
Ten coaching sessions
One-on-one, built entirely around the two or three growth areas the sponsor and the leader agreed on. Not general coaching: targeted work on what the panel actually said.
- 07
The measurement
The original panel is surveyed again. Has anything changed? What specifically is different? What still needs work? The results go back to the sponsor.
“Comfortable feedback won’t help you. The more specific someone can be — a real example, a moment they remember — the more useful this becomes.”
Led personally by Vincent Barlow, EQi 2.0 certified executive coach.
Who commissions this
Someone is already investing in this leader.
The EQ 360 is bought by the person responsible for a leader’s development: a VP of Human Resources, a supervising executive or a business owner. Usually for someone who is technically excellent and organizationally stuck.
The High Performer Who Has Stalled
Promoted for being the best at the work, now responsible for people. Delivers results and leaves damage behind. Everybody can see it except them.
The Newly Senior Leader
Stepped up a level and the old operating style stopped working. Needs an accurate picture fast, before habits harden into reputation.
The Leader Worth Keeping
Genuinely valuable, genuinely difficult. The organization does not want to lose them and cannot keep absorbing the cost. This is the intervention before the harder conversation.
What’s included
One engagement. Everything in it.
The EQ 360 Round
The full picture: who this leader is on the inside and how the organization actually experiences them.
Includes
- Sponsor scoping conversation
- 8–12 confidential interviews
- EQ-i 2.0 assessment and debrief
- Myers-Briggs assessment and debrief
- TKI conflict modes assessment
- Written themed report
Ten Coaching Sessions
Targeted one-on-one coaching built around the specific growth areas the report surfaced and the sponsor agreed to.
Includes
- Action plan agreed with the sponsor
- Ten one-on-one sessions
- Between-session accountability
- A private companion app for the leader
- Midpoint check-in with the sponsor
- Direct access to Vince throughout
Closing Measurement
The part almost nobody does: the same panel, surveyed again, quantifying what actually changed.
Includes
- Full panel re-survey
- Quantified change score
- What improved, what remains
- Written summary to the sponsor
- Recommendations for what comes next
The investment
$12,500 per leader.
Six months. Everything above, start to finish: the interviews, all three assessments, the report, ten sessions and the closing measurement. Half at signing, a quarter at report delivery, a quarter at completion.
The full EQ 360 for a single leader.
Organizations developing a pair at the same time.
A leadership team going through it together.
What leaders say
Real leaders. Real results.
His ability to conduct comprehensive and insightful 360 interviews enables him to gather multi-dimensional feedback from various perspectives within an organization. He skillfully analyzes this feedback to identify both strengths and areas for development, providing leaders with a clear roadmap for growth.
He has an uncanny ability to distill complex feedback into actionable steps, enabling leaders to hone their strengths and address their challenges.
I have been extremely fortunate to work with Vince over the past few years. He is masterful at listening to understand and asking the critical questions needed to expose the opportunity and path that lay before you as a leader. I can say with confidence that I am a better leader and human being today because of Vince.
Frequently asked questions
EQ 360 questions, answered.
What is an EQ 360?
An EQ 360 is a six-month leadership intensive that shows a leader how they see themselves compared with how the people around them actually experience them, then closes that gap through targeted coaching. It combines eight to twelve confidential interviews, three assessments, a written themed report, ten one-on-one coaching sessions and a closing measurement.
How is the EQ 360 different from a typical 360-degree feedback survey?
Most 360s are a survey, and a web form gets you averages. Every EQ 360 is built from live interviews conducted personally by Vince, so the report captures specific moments, real language and the thing everybody knows and nobody says. It also ends with a re-survey of the same panel, so the result is measured rather than assumed.
How much does an EQ 360 cost?
The EQ 360 is $12,500 per leader. Organizations developing two leaders at the same time pay $11,500 each, and teams of three or more pay $9,500 each. The fee covers everything: the interviews, all three assessments, the report, ten coaching sessions and the closing measurement. Payment is half at signing, a quarter at report delivery and a quarter at completion.
How long does an EQ 360 take?
Six months from the sponsor conversation to the closing measurement, in seven stages: the sponsor conversation, choosing the panel, the interviews, the assessments, the report, ten coaching sessions and the measurement.
Who should commission an EQ 360?
The person responsible for a leader’s development: a VP of Human Resources, a supervising executive or a business owner. It is typically bought for a leader who is technically excellent and organizationally stuck — the high performer who has stalled, the newly senior leader whose old operating style stopped working, or the leader worth keeping who is costing the organization more than it can keep absorbing.
Is the feedback confidential?
Yes. Every interview is confidential and nothing is ever attributed to an individual. A theme raised by five people is a pattern; raised by one, it is a data point that belongs in the conversation, not the headline.
Which assessments are included?
Three instruments: the EQ-i 2.0, which measures emotional intelligence; the Myers-Briggs, which explains why the same message lands differently on different people; and the TKI, which shows what happens under conflict. Together they answer not just what a leader does, but why. See what the EQi 2.0 measures.
Start here
Who is the leader you keep thinking about?
Most of these engagements begin the same way: someone has one person in mind and has been carrying the problem for a while. Start there. One conversation, no obligation.
Email Vince