Designed Specifically for Limited Liability Partnerships (LLP)
Leadership Framework
for LLPs
Developed in collaboration with LLP partners, our 360 feedback framework reflects the leadership responsibilities of professional partnerships.
Confidential Feedback for
Development Only
Our confidential 360 feedback is designed solely for development, encouraging honest feedback and meaningful development conversations.
2.5 Hours
of Coaching
Every participant receives two confidential coaching sessions to interpret their feedback and agree practical development actions.
Trusted by Professional Partnerships
Since 2007, Protostar has supported more than 3,000 managers with confidential 360 feedback and coaching.
What Our LLP Partner 360 Measures
Our LLP Partner 360 feedback framework is organised into ten key competency areas that reflect the responsibilities of partners within professional partnerships. Together, they provide a balanced assessment of leadership, governance, commercial awareness, communication and decision making.
How Our LLP 360 Feedback Works
We manage every stage of your LLP 360 feedback, from participant communications to feedback reports and facilitated development sessions. Our framework can also be tailored to reflect your organisation’s leadership competencies.
Participants complete their assessment online before receiving a detailed feedback report and two confidential coaching sessions.
Guided Feedback Sessions
Every participant benefits from two confidential coaching sessions with an experienced Protostar consultant. Together, they interpret the feedback, identify development priorities and create a personalised development plan.
Ready to Discuss 360 Feedback for Your LLP?
Speak to one of our consultants to discuss your requirements, see sample reports and learn how our confidential, facilitated LLP 360 feedback supports partner development.
360 Degree Feedback for LLP Partners
Who is it for?
Designed for LLP partners and senior professionals preparing for partnership.
What does it do?
Measures the leadership behaviours, skills and knowledge associated with successful LLP partners, providing participants with confidential feedback from managers, peers and colleagues.
What competencies?
Protostar’s 360 degree feedback reports for LLP partners cover 80 behaviours ranging from objective setting to corporate governance. It is not a generic 360 tool and is tailored specifically for LLPs.
Trusted and Highly Reviewed by
a Wide Range of Clients.
Michael at protostar has provided a great service. Getting us set up with a new bespoke 360 feedback tool and providing some excellent coaching for our staff.
Andy Self
Michael from Protostar has been very supportive in my 360-degree feedback, explaining how to interpret the results and working with me on identified areas of improvement. Moreover, he quickly adapted ... Read more
Ana-Maria Costea
Michael from Protostar has been very supportive in my 360-degree feedback, explaining how to interpret the results and working with me on identified areas of improvement. Moreover, he quickly adapted ... Read more
Ana Maria
I have worked with the Protostar team for over 15 years on and off and view Micheal as my coach, mentor and friend. The variation of work we have completed together has helped us build a mutual under... Read more
Carl Robb
Michael at Protostar is a fantastic supplier of 360-degree feedback for our organisation, the University of Edinburgh. We have received a 5 star quality service and experience throughout our time work... Read more
Joanna O’Donnell
We worked with Michael at Protostar for the first time earlier this year. I found Michael's guidance knowledge, expertise, flexibility invaluable when running our survey. Michael was credible and pr... Read more
Alison Henderson
We've now worked with Protostar 2-years in a row and are very impressed with the level of service and support provided by Michael and the team. Nothing is ever too much trouble. Friendly yet extremely... Read more
Caroline Hope
We engaged with Protostar to conduct a comprehensive Staff survey within our organisation, and the experience has been nothing short of exceptional. From the initial consultation to the final report, ... Read more
Sonia Treacy
We have been really pleased with the service and advice that we have received from Michael from Protostar. Our surveys have hit the button in terms of the kinds of data that we need in order to help u... Read more
Mark Moorton
Frequently Asked Questions
Have a question about LLP 360 feedback?
Speak to one of our consultants to discuss your requirements, see sample reports and learn how our confidential, facilitated approach supports partner development.
Yes. Our LLP partner 360 feedback is designed solely for development, not performance management. Individual feedback reports and the accompanying 2.5 hours of facilitated coaching remain confidential, encouraging honest feedback and meaningful development conversations.
Organisations can also receive team or organisational reports that identify common strengths and development priorities without revealing individual feedback.
That depends on what is agreed at the outset, although individual feedback reports are rarely shared with the firm. In a development-focused 360 feedback programme, organisations do not receive individual reports or verbatim comments. Instead, participants share their agreed development priorities and actions, while organisations can receive team or organisational reports that identify common strengths and development priorities without revealing individual feedback.
A partner 360 feedback typically includes feedback from:
- Equity partners
- Salaried partners or directors
- Senior managers
- Business services leaders
- Direct reports
- Key internal stakeholders
The most valuable feedback comes from people who have worked closely with the participant across a range of situations and can comment on their leadership behaviours with confidence. People with only occasional contact are unlikely to provide sufficiently meaningful feedback.
Most partner 360 feedback programmes work best with between 8 and 15 respondents, depending on the participant’s role and the number of people they work closely with.
Too few respondents can reduce the reliability and anonymity of the feedback, while too many increase the time required for both participants and feedback providers without significantly improving the quality of the insights.
Usually not. While client feedback can be included, we generally recommend limiting participants to people who have worked closely with the partner across a wide range of situations. Internal colleagues are typically better placed to assess day-to-day leadership behaviours and working relationships.
Where client relationships are particularly significant, a small number of carefully selected clients can be included. Their feedback is reported separately from that of colleagues and direct reports.
It’s quite common for some ratings or comments to be lower than expected, particularly for senior professionals who receive little candid feedback in their day-to-day role. That’s one of the reasons every participant receives 2.5 hours of confidential coaching with an experienced Protostar consultant.
Together, they interpret the feedback, identify the themes that matter most and create a practical development plan. The aim is not to dwell on individual comments, but to turn honest feedback into meaningful leadership development.
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