Leader / Team / Organizational Effectiveness
Leader / Team / Organizational Effectiveness
The 360 Executive Assessment Process provides a discreet, confidential way for Managers to receive direct feedback about their performance. They learn the impact that their behaviors have on their staff, peers, and the organization as a whole. As a first step in the Manager’s development process, feedback allows the Manager to decide what leadership behaviors are working and what needs to change for their career success. The feedback report provides recommendations for development. From there, a plan is created for on-going development and on the job reflective learning.
1. Plan for the Project
We begin by meeting with the client to help determine the best assessment strategy to use. We assist in evaluating and selecting the best on-line 360° tool to use and / or implementing a 360° interview process for the selected leaders. We help work through the logistics of the project including developing the timetable, communications, meetings, and other action steps.
2. Conduct Kick Off / Orientation Meeting
We meet with the leaders to introduce the overall goals of the program, the process tools, and timeline. They learn how the process will work, why it is worth their effort, how to select and communicate with raters, and what to expect as follow up to the results. Confidentiality is emphasized.
3. Administer the Instrument and / or Conduct 360° Interviews
One-on-one Interviews: If this approach is selected, we conduct one-on-one phone interviews with those people selected as raters. These interviews include at least three-five direct reports, three-five peers, and the Director for each of the selected leaders. On-line Assessment Instrument: If decided, we coordinate the on-line 360°assessment process with participants. We serve as the liaison with the selected 360° vendor who will analyze the data and prepare the reports.
4. Write Summary Report
If the individual 360° interview process is selected, and the interviews are conducted, we compile the results and write a summary report for each leader. In addition, an aggregate report is compiled to determine areas of strength and developmental needs of the leadership team for future development initiatives.
5. Conduct Group Results and Development Meeting
We meet with the participants, as a group, to introduce them to the results report. We explain the report components and how to interpret results. We also review the development-planning guide that accompanies the report and how one creates a workable development plan. Finally, we consider the summary themes that have emerged from the group profile. They also learn about how to prepare for development planning.
6. Prepare for and Conduct Individual Feedback Sessions
Following the group debriefing session, we meet with each of the leaders in an individual coaching session. The purpose of this meeting is to help the leader make sense of the data that they received and provide a forum to discuss individual strengths, needs, and development ideas.
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