Bespoke 360 Degree Leadership Tools
We have proven capability in the design, development and debriefing of bespoke 360 degree leadership tools. We bring unmatched value to the process as a result of more than 20 years experience.
With our help you don’t have to start with a “blank page". Instead we'll help you to create a highly customised, behaviorally specific 360 degree tool that is founded in best practice and fit for purpose in your organisation.
Bespoke instruments linked to an organisation's strategy are much more likely to resonate with individuals and achieve tangible results because they describe the sort of leadership that is expected in order to achieve the organisation's aspirations.
With our help you don’t have to start with a “blank page". Instead we'll help you to create a highly customised, behaviorally specific 360 degree tool that is founded in best practice and fit for purpose in your organisation.
Bespoke instruments linked to an organisation's strategy are much more likely to resonate with individuals and achieve tangible results because they describe the sort of leadership that is expected in order to achieve the organisation's aspirations.
Our unique debriefing process
Our approach to debriefing 360 leadership results is unique and extremely effective; it challenges people to be really transparent, capturing the learnings and translating these into meaningful development plans. We use a workshop based process, which is effective with both intact work teams and cross functional teams. During this process individuals are encouraged to work intensively with each other preparing their key learnings and completing development plans.
A typical workshop will involve the following:
Post workshop requirements for participants include running a debriefing session with direct reports to debrief them on the results of the 360 degree survey and discussing/signing off the development plan with their manager. At this point the development plan becomes part of the organisation’s PDP (or equivalent process) so that the person and their manager jointly track progress against the plan.
These workshops are typically co-facilitated allowing us to move around the small groups (typically three persons per group) role modelling the giving of feedback, challenging participants to be more courageous with their own feedback, and helping keep the small group discussions focused on adding real value to the planning process.
A typical workshop will involve the following:
- Preparing individuals for receiving their 360 data (i.e. how to view it, how to analyse it, what it will and won’t tell them, etc).
- Receiving 360 results
- Analysing their data (emphasising the importance of recognising their strengths and how to leverage them as well as recognising their development needs and how to address them).
- Swapping data with a fellow workshop member and repeating the process with another person’s data. They do this in the knowledge that afterwards they will conduct a coaching session with the other person (and receive feedback about their performance in the coaching role).
- Conducting a coaching session with a peer, which focuses on helping the peer to develop a deeper understanding of their results and what they can work on going forward.
- Preparing a detailed development plan based on all the above which is then critiqued by their coaching group.
Post workshop requirements for participants include running a debriefing session with direct reports to debrief them on the results of the 360 degree survey and discussing/signing off the development plan with their manager. At this point the development plan becomes part of the organisation’s PDP (or equivalent process) so that the person and their manager jointly track progress against the plan.
These workshops are typically co-facilitated allowing us to move around the small groups (typically three persons per group) role modelling the giving of feedback, challenging participants to be more courageous with their own feedback, and helping keep the small group discussions focused on adding real value to the planning process.
