One of the most significant trends in the leadership development field over the past twenty years has been the growth of 360-degree feedback.
Most leaders and employees like to achieve and want to do a good job however many struggle to see the impact their behaviour has on their effectiveness on the job let alone the impact their leadership is having on others.
Comprehensive feedback can help leaders and employees identify what they are doing well and build on those skills, correct problems, and develop new skills that improve the organisations in which they work. This, of course, doesn’t mean turning yourself over to the opinions of others; rather it’s about accessing different points of view.
The challenge is that most people don’t feel comfortable providing feedback to others, especially if it is negative. And even more people struggle, (and who wouldn’t unless you are psychometrician), to provide comprehensive and structured feedback that presents an accurate portrayal of an individual’s leadership effectiveness. A 360–degree feedback assessment can do this plus has the benefit of drawing on multiple perspectives – again improving the validity of the portrayal.
|
The Emotional Quotient Inventory (EQ-360®) See EQ-i® |
The EQ-360 provides an individual with the opportunity to receive feedback on emotional and social functioning from their managers, peers and direct reports (and potentially by friends and family members). The reporting options provide in-depth and comprehensive comparative analysis. |
|
The Life Styles Inventory (LSI 2 – Description by Others) See LSI 1 |
The LSI 2 provides you with critical insight into how people interpret the things you say and do. Asking for feedback enables you to see yourself objectively from more than just one angle, potentially exposing blind spots and stumbling blocks and enabling you to assess your strengths and development opportunities. |
360’s by the Center for Creative Leadership
|
The Center for Creative Leadership is consistently ranked in the global Top Five for Executive Education by the NY Financial Times. Plus being a not-for-profit, they have the added advantage of ploughing their returns back into leadership research so they continue to grow and improve. Benchmarks® provides insights on leadership and managerial effectiveness. The assessment contrasts the individual’s self description with the ratings of a tailored cohort that can include the Immediate Manager (termed Boss), “superiors”, peers, direct reports and others. Sixteen fundamental competencies and perspectives are assessed; those, which extensive research has shown to be, essential for management, leadership and executive roles. It also helps identify five potential flaws that may stall or derail a promising career. Benchmarks® aligns with the Lominger competency framework so there is plenty of practical and accessible development support for individuals and organisations. 360 By Design® uses the Benchmarks framework but allows for customisation so that a team, project or organisation can target the specific competencies that are vital for their success. The leadership challenges faced by executives at the top levels in an organization can differ a great deal from those at the middle management level. Executive Dimensions® is a 360-degree assessment for development tool for use with top-level executives targeting three core conceptual categories; Leading the Business, Leading Others and Leading by Personal Example. SkillScope® is a straightforward and easy-to-use 360-degree feedback tool that assesses 15 key job-related skills essential for managerial success. It is designed for new and emerging leaders and provides very practical feedback that links them to concrete development initiatives to help them improve their effectiveness in role and help take them to the next level. Prospector® is a research-based 360-degree assessment that comes from a slightly different perspective. It provides feedback on an individual’s willingness to engage in, and learn from, growth opportunities. To be successful, individuals must be willing to learn and then have the skill to apply those learnings to workplace challenges. Prospector® works well with other “skill” based assessments as you are then measuring both attitude and aptitude. |
Sandy Bennetts is qualified in the use of all these assessment tools, is a certified Master Coach and is trained in a broad range of debriefing approaches and techniques. This means she can adjust to your preferences and help you meet your goals.