360 feedback software for coaching organizations
Multi-rater feedback only earns its place when the framework is right, the raters are the right people, and the results are readable enough to act on. Exantur builds 360-degree feedback into the coaching itself, so a review is not a one-off survey that lands in a spreadsheet but a structured input the coach and coachee work with over the engagement.
It is part of Exantur, coaching practice management software for organizations that run coaching at scale, so the feedback sits next to the sessions, goals and programs it should inform, not in a separate tool.
By Martijn Mauritz, Founder & Coach at Exantur
Competency frameworks you define
A useful 360 starts with the right questions. In Exantur a coach defines the competency framework the review runs on, the competencies, the behaviours under each, and the scale, so the feedback measures what matters for this organization and this role rather than a generic template. The same framework can be reused across coachees, so results stay comparable within a cohort.
Self, manager, peer and external raters
Feedback is collected from the people who actually see the work: the coachee themselves, their manager, peers, and external raters such as clients or partners invited by secure token. Self-assessment sits alongside the others so the review captures how someone sees themselves against how others experience them, which is where most of the insight lives.
Radar-chart results and self-vs-others gap analysis
Results come back as a radar chart with a self-versus-others gap analysis, so strengths, blind spots and over-rated areas are visible at a glance rather than buried in rows of numbers. The full report exports to PDF for sharing in a debrief or keeping in a development record.
Feedback that feeds the coaching
Because the 360 lives inside the platform the coaching runs on, its findings connect to the goals and development work that follow. A blind spot the review surfaces becomes a goal in a program; progress is revisited in later sessions. The feedback is a starting point for the work, not the end of it.
Frequently asked questions
- Who can be a rater?
- The coachee (self), their manager, peers, and external raters such as clients or partners. External raters are invited by secure token, so they can contribute without an account.
- Can we define our own competency framework?
- Yes. A coach defines the competencies, the behaviours under each and the scale, so the review measures what matters for your organization rather than a fixed template. Frameworks can be reused across coachees for comparable results.
- How are results presented?
- As a radar chart with a self-versus-others gap analysis, so strengths and blind spots are visible at a glance. The full report exports to PDF.
- Does the feedback connect to the coaching?
- Yes. Because the 360 lives inside the coaching platform, its findings can flow into goals and programs and be revisited in later sessions, rather than sitting in a separate survey tool.
- What does it cost?
- See the pricing page for current plans and what each includes. Prices are not hardcoded here so this page never goes stale.
See 360 feedback built for coaching
Request a demo and we will walk your L&D team through a real review.