Leaders/Managers get better - often way better…
Improved self-awareness for greater situational effectiveness, finesse, self-control
Improved capabilities and performance with greater ability to feature strengths and avoid having to use "weaknesses"
An actionable understanding of the impact of stress on their behaviors and the impact that has on others.
Improved ability to access their sources of energy and steer away from those things that deplete it. (A function of understanding their own engagement factors and what impact their own fulfillment levels)
By identifying areas for growth and development, individuals can focus on improving their skills and competencies that really matter leading to an overall performance improvement.
Improves feedback and overall communications between teams, fosters a more collaborative culture and improves work relationship often in transformational ways.
As a result of the above and THE PROCESS,
Organizations get better in the following ways:
The level of effectiveness of an organization's leaders predicts the success an organizations will have. When you improve you leader's capacity to influence, make better decisions, nurture and grow others, you provide the capabilities necessary to grow the organization's financial, people and competitive success. leadership capacity in your organization
When you understand your organization-wide leadership capacity and bench strength, you make better talent acquisition and development decisions
Research indicates that when you impact the effectiveness of an organizations leaders in providing constructive feedback, employees become more engaged and feel more valued and committed to the organization. This as a significantly positive impact on the work relationships and organizational culture.
The Organizational Effectiveness 360 Process
A 360 degree feedback process can be powerful transformation tools for individual leaders and for organization's but too many times, the implementation has the wrong focus or is done mainly just to get done. When this happens, the results are always mixed- some benefit for some individual and usually a negative impact on the organization and its culture. It's not that hard to do it right.
What we believe and What we do.
We believe that a 360 feedback process should always be transformational for the individual and the organization. To accomplish this, we believe …
A guided 360 assessment process from start to finish - either guide from the side or full project management responsibilities. Raters and leaderships Raters can be confident with the knowledge that they have an expertly designed process, technology assistance and oversight to ensure the effective process is implemented.
Making it both easy and effective for participants to get the right feedback and to understand what they can cdo with it, is key. A clearly defined process from start to finish leads to this
Online development plans leads to effective goal setting and enables goal achievement.
The benefit of effective reminders and nudges are underestimated…
Every organization is different but not that different. Customization is important but many key behaviors and competencies are common to most organizations.
The end results of an effective 360 process should have a major positive impact on its culture but doing that requires addressing the culture and context up-front.
Anonymity is required and one key is to ensure people trust the system.
The process is called 360 FEEDBACK and giving and receiving feedback is core to the success of the process. Our facilitators our experts in doing this and we provide training on both the giving and receiving as part of our programs.
We provide a research validated survey, with demonstrated psychometric reliability i.e. It is eye opening to see what others see, but to understand what is causing it- your behaviors, underlying natural tendencies, stress…