Measuring How Senior Leaders Influence Across Silos
Traditional 360s measure downward team management. Clout180 isolates a leader's lateral network (intra-team/cross-functional peers and business partners/sponsors) to measure how influence holds up under real organizational friction.
Confirming that an executive is a "good boss" to direct reports is no longer enough—you need to know if they can actually drive results across the organization.
As AI eats up routine operational work, a leader’s true value isn't about supervising downward anymore. It’s about building alignment, pushing through friction, and making things happen across reporting lines. When 86% of workplace failures stem from cross-functional breakdowns, lateral influence isn't a soft skill—it's the bottleneck to execution.
What Clout180 Measures
Clout180 evaluates 4 Core Influence Practices across 3 Friction Levels.
4 Core Influence Practices
- Courage: Challenging legacy assumptions, pushing back on consensus, and maintaining standards without line authority.
- Curiosity: Asking open questions, seeking cross-boundary input, and co-creating non-traditional solutions.
- Empathy: Understanding partner constraints, preserving trust, and maintaining psychological safety under strain.
- Humility: Deferring to domain expertise, sharing credit, and adapting plans to deliver enterprise value.
3 Friction Levels
- Baseline Alignment
- Ambiguity & Complexity
- High-Pressure Conflict
Grounded in comparative data on 1,450+ senior executives (COOs vs. C-suite functional heads).
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