The integration of systems and tools with human support enables leaders to accelerate their development and organisations to grow leadership capability in an effective and efficient manner. In their 360 system the open-ended comment sections for each competency gave participants much richer feedback than simple scores alone. It helped them understand how their behaviours were perceived and made it easier for me, as a coach, to guide them in reflecting on their strengths and development areas. I also liked how the system displayed clear trends between self-ratings, manager ratings, peers, and team members. This visual clarity helped participants quickly spot patterns and provided a strong foundation for coaching conversations about the impact of their leadership style on different stakeholder groups. Review collected by and hosted on G2.com.

A few small system enhancements could be made. At the moment, the 360 report can only be downloaded as a PDF. Having an interactive or editable online version would make it easier to reference and discuss specific areas during feedback sessions. Review collected by and hosted on G2.com.

Esendia’s succession tooling is data-first without being cold. The organisation chart lets us surface internal candidates using verified skills, competency levels, performance, and even career aspirations—plus manager recommendations when we want context. I can compare candidates side-by-side on match percentage, time-to-readiness, prior roles, and preferences, then drop them into a four-stage career development plan and track progress. We can still show a 9-box; but the objective, skill-verified view is what really reduces bias. Flight-risk alerts help us get ahead of uncomfortable surprises, and the org chart makes gaps obvious. Review collected by and hosted on G2.com.

Scenario planning is good but I’d love a faster “what-if” mode for multiple simultaneous changes (e.g., two exits plus a reorg) with auto-updated readiness timelines. Review collected by and hosted on G2.com.

For a small company, it was straightforward to use. It made it easy to analyse feedback and quickly spot patterns in the results. It was also really useful having the support team on hand to guide us through. Review collected by and hosted on G2.com.

There were a few areas within the platform that seemed very similar, using similar terminology which made it confusing for an inexperienced user to navigate. Review collected by and hosted on G2.com.

The tool is easy to use and brings everything into one clear dashboard.

I find that the open ended text feedback is helpful too rather than just scores, so that you can really have a good conversation around the 360 feedback. Review collected by and hosted on G2.com.

A small thing is being able to download it into editable user friendly formats. Review collected by and hosted on G2.com.

For a small organisation, getting the team to use the platform was pretty easy as the frameworks are easy and everyone enjoys development. Linking talent conversations to career conversations got the team onboard faster. And everyone got a lot from the 360 feedback Review collected by and hosted on G2.com.

It's easy to see current performance ratings, but it takes a couple of clicks to see performance reviews over time. But it's possible to see this information which is helpful. Review collected by and hosted on G2.com.

The single dashboard makes it easy to consolidate everything in one place. The process for collecting 360 feedback from multiple respondents is effective and maintains anonymity, which helps in quickly identifying key development themes. Review collected by and hosted on G2.com.

This might be related to my email security settings, but I’ve noticed that all messages end up in my junk folder the first time, which isn’t ideal. Review collected by and hosted on G2.com.