360 Leadership Effectiveness Survey
Why do a 360 Leadership Effectiveness Survey – The Benefits
Our Action Research package provides you with easy-to-interpret results and recommended action to improve individual leadership performance. The assessment gives you a baseline measure of individual leaders' strengths, needs, and improvement opportunities. The customized survey tool can also be used to benchmark your individual leader's progress going forward.
- Assess individual leaders' skills, practices and behaviors using a valid multi-rater assessment
- Identify leaders' strengths and development areas, especially patterns of behavior that have hindered the fulfillment of a person's leadership potential
- Generate the data you need to build individual professional development plans
- Implement a valid performance management tool
Our Approach & Services
Each client situation is unique, which is why we don't use off-the-shelf surveys. Instead, we use a three-step approach to customize the survey content to address your particular needs:
- Conduct interviews and focus groups to create a profile of effective leadership, your current and desired performance, and your unique issues, needs, and opportunities
- Obtain assistance in selection of raters and establishment of confidentiality/administration guidelines
- Distribute twelve to sixteen online surveys for each candidate – the surveys would be sent to the candidate and to his/her supervisors/managers, peers, associates, and direct reports
- Analyze results and create demographic breakouts for each or your leadership candidates
- Generate a comprehensive Evaluation Report for each leader assessed, which contains bar and line graphs, statistics and written comments, as well as recommended action
- Conduct a feedback session with each candidate and your Human Resource designate and/or the candidate's manager to ensure that everyone is in alignment on the feedback
- Present a leadership feedback and activation session to align leaders with the results and engage them in the improvement process
- Dialogue with each candidate and key stakeholders to determine development/implementation priorities, and assist them to decide on specific training to ensure high performance skill building
- Create a Personal Action Plan for each candidate based on their assessment results and priorities to guide their development efforts
- Design and deliver coaching activities and follow-up
- Repeat the survey 12 months after the initial assessment to illustrate the candidate's progress and create accountability for change
Phase Two consists of action-planning and implementation based on the assessment results. Out of a dialogue with appropriate stakeholders or management, who decide development priorities, we then assist with implementation via one or more of our services.
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