If your 360 ends at a report or an annual review, you’re leaving value on the table and missing ROI. Even HBR notes that 360s work only when they’re followed by coaching, goals, and practice—otherwise leaders “read the report and put it away.”
>3,000% ROI, ~1-month payback • Turnover Reduction (8–15% annually)
A single 360 can consume many hours across your org: 30–45 minutes per rater just to complete the survey, plus 60–90 minutes per leader for a proper debrief—before any change happens. If feedback doesn’t stick, it’s pure opportunity cost.
(60–90 min): align on objectives, audience, and competencies.
(≤14 days): self and rater input, anonymous and benchmarked.
Clear priorities and a 90-day focus plan → ongoing improvement: goals feed straight into weekly AI-supported 1:1s (nudges, progress, follow-through).
Priorities surface in weekly 1:1s via AI prompts and follow-through.
(“360s are most effective when paired with coaching & goal-setting”—HBR.)
Engagement Lift (+5–10 points) • Time Back (2–4 hours/leader/week) • Turnover Reduction (8–15%) • ~$3.08M measurable annual benefit on ~$240K investment • >3,000% ROI, ~1-month payback • Every dollar spent of leadership development with Monark returns ~$30 in value
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Monark is Leadership Intelligence™—the system that turns leadership from a workshop topic into a measurable operating advantage. We start by diagnosing what actually drives performance, improving those behaviors in the flow of work, and tracking & supporting the habits that make it stick over time. Why this matters: managers explain about 70% of a team’s engagement variance (that’s the biggest lever you’ve got), most meetings still drain output (~70% derail real work), and classic 360s deliver only modest gains without ongoing support. Meanwhile, AI is everywhere—but only 8% of HR leaders believe managers have the skills to use it well. Monark closes that gap—so leadership shows up in the numbers, not just the narrative.
Monark is built with enterprise-grade security in mind. All data is encrypted in transit and at rest, with strict access controls so feedback stays confidential and only visible to the right people.
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In our Leading High Achieving Teams path you’ll learn why it is so hard to delegate and how to do it effectively. Worried about saying the wrong thing when giving feedback? We’ve got you – we’ll teach you the framework for giving constructive feedback AND you can practice with our AI roleplay as many times as you want – until you feel confident. 
At the end of the 6-month program you will: