The Leadership Effectiveness 360° assessment provides today’s leaders an effective measurement tool from which they can objectively assess their current leadership strengths and areas for improvement.
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While everyone has innate qualities that make them natural leaders, leadership is a skill that can be learned, practiced, and improved. The insight from this assessment will unlock and enhance the parts of leadership that are natural strengths and help you work on areas with potential for improvement to make you a more well-rounded, balanced, and adaptable leader.
“Capitalize on the opportunity to see yourself as others see you, and use the insights as a springboard to truly reach your leadership potential.” ~ Dr. Tony Alessandra
Exceptional leadership means constantly honing one’s skills, and continually investing in self-development through personal and professional growth. Whether you are a seasoned leader or just starting out, the Leadership Effectiveness 360° supports your leadership journey by:
Communication Skills looks at the extent to which you communicate with economy and clarity and welcome feedback. It asks the question: “How well do you design and send your messages and then attentively listen to people’s responses in order to adjust your delivery and message?”
Decision-making refers to an individual’s ability to systematically examine options; identify limits, outcomes, and risks to be considered; assign weights to each possible alternative; and then select the option that best meets the desired goals and standards.
Delegation looks at the extent to which you give team members the freedom or space to determine how they will accomplish the work, tasks or projects delegated to them. It asks the question: “To what extent do you create a climate of trust in which people feel that they can take risks and make mistakes in order to learn and achieve things in a better or different way?”
Emotional Intelligence looks at your ability to recognize, understand, and harness your own feelings and the feelings of others. It asks the question: “How intelligently aware are you of your own emotional reactions and those of others, and how effective are you at putting that information to good use?”
Managing Change looks at how well you anticipate and plan for future change and then manage yourself and others to handle it well. It asks the question: “How effectively do you manage personal and widespread change in order to actively steer the process to positive and beneficial ends for you, your team and your organization?”
Setting Goals and Standards refers to an individual’s ability to manage activities and projects using measurable goals and standards and working with others to set goals and standards to develop understanding and build commitment. This competency looks at one’s ability to evaluate and prioritize goals, intentions, and action standards; eliminate barriers to the goal-setting process; evaluate goals against criteria and standards; and use goals to motivate.
Team Building looks at the extent to which you trust, coach, and guide your team and team members in order to influence and help them control their own destiny through their own efforts. It asks the question: “How well do you empower individuals and team members so that they believe that the consequences of their actions are their own?
Visualizing the Future is the extent to which you spend time thinking about the medium-term and long-term future in order to identify a positive and compelling vision of what could be. It asks the question: “How well do you anticipate and find ways to creatively or inspirationally describe to team members what may happen in the future?”
The DISC 360º allows individuals to enhance the traditional DISC self-assessment by using the same questionnaire with observers providing their perspective of your behavior and emotions. You can compare and contrast what you think you are doing and what they experience to determine what may support or hinder your effectiveness.
The EIQ 360º reveals how one’s perceived emotional intelligence in four key areas compares to observer feedback. It highlights the ways we may think we recognize and manage emotions effectively, but fall short with others. With this insight, you will be able to examine if and how your EIQ matches what others perceive.
The Leadership Effectiveness 360° measures current leadership strengths and areas of improvement in eight of the top competencies that distinguish exceptional leaders. Additionally, these competencies are examined not just through their own eyes, but also through the eyes of their peers, managers, and direct reports.
The Leadership Effectiveness 360° report is designed to compare the results of individual and peer perceptions in 8 Key Leadership areas. By collecting observer data from a variety of relationships and roles, a unique opportunity is created to evaluate leadership skills. The Leadership Effectiveness 360° improves the ability to adapt with a better understanding of both self and others.
Ask! The Leadership Effectiveness 360° is intended to focus on perceptions in the 8 key leadership areas and to reveal potential areas for improvement. The information in the report can be used as a starting point for discussion to ask clarifying questions. The key to this conversation is that it must be safe for feedback to be shared. Come to the conversation with authentic curiosity and a desire to understand what others are experiencing.
The feedback presented in the report is anonymous. A minimum of three observer responses are needed to maintain anonymity, and the 360° report will not generate until three responses are received. An unlimited number of observers can be invited to participate, and the cost is the same whether you have three observer responses or 300. We recommend inviting as many observers as possible for the best overall snapshot.
