360° Leadership Assessment

databackground_narrowself assessment button boldThe 360° is our general yet comprehensive diagnostic tool.  In just a few steps it provides us with a snapshot of an individual’s current leadership ability, where they are succeeding the most and where they have the greatest potential to improve.  It pinpoints all the essentials we need to tailor our coaching on an individual basis.

Step One

checklist-stopwatch-iconThe first step is a questionnaire containing scale questions that rank based on the leadership competencies of our Model of Superior Leadership.   For example, we might ask:

“How well does this person listen to new ideas on a scale of one to six, one being poorly and six being exceptionally?”

We use a scale of six because it helps eliminate the tendency of people to gravitate to the middle and forces them to choose on the high or low side of average.

The individual completes their own questionnaire, and then we send it to the individual’s peers, managers, and/or other people who work closely with or are around that individual.  The aim is to obtain a range of people who know the individual in different ways, so we can gather a complete and thorough view of the individual as they are perceived by others.

From the questionnaire results, we can compile a general picture of a few things:

  • Where the individual believes their own leadership strengths and weaknesses are.
  • How the individual’s leadership ability is perceived by others.
  • What blind spots and unrealized potential exist due to the individual being unaware of how they are perceived by others. 

Step Two

discussionMoving forward, we conduct targeted interviews of each person who completed the assessment for the individual. This is so we can transform our general view into a more specific one.  When we see “spikes” in the data, we ask questions to develop our understanding of what experiences influenced this particular ranking.  

By the time we are finished, we can see what experiences exemplify the individual’s most and least effective behaviors. We also have a solid understanding of where an individual is succeeding or missing the mark in their leadership performance.

Because we insist on a dozen or more people completing questionnaires and interviews, the entire process usually takes a couple weeks to complete. But trust us, the results are profound.  We are able to produce and deliver a detailed and insightful report. More importantly, we are able to see which curriculum will most quickly and effectively raise an individual’s leadership performance.  We don’t waste time elaborating on what the individual is already skilled at, and we are able to move directly to where the most significant gains can be produced.

 Here are some examples of the insightful conclusions we can draw after completing an individual’s 360° Leadership Assessment:

Alyson is a real go-getter sales person.  Her aggressive personality makes her a shark at closing the deal, but it makes her prickly and ineffective at teaming with operations.  As a result, sales are made but the organization has trouble delivering because they are in the dark about what was promised to the clients.

Bill is a compassionate engineer.  His sensitive nature makes him ideal for anticipating client needs and expectations, but he seldom receives worthwhile critical feedback because his peers don’t want to hurt his feelings.

Carol is an analytical task master.  Her practical approach to assigning tasks usually means the right person is on the job.  However, her academic approach sometimes means days, weeks, or even longer may pass before actual actions are taken. By then many opportunities have already expired.