Leadership Evaluation

Feedback is essential to learning and is thus critical to the development of leadership and managerial competence. Feedback is a compass for understanding how a leader might close the gap between his current performance and inherent potential. To complement the annual appraisals conducted in many organisations, we offer independent and confidential assessments of performance and potential.

When conducting a verbal 360 we hold structured interviews with the managers, peers, subordinates and internal or external clients of an individual to understand how his performance is perceived. Typically, these sessions are used to explore what the leader should do more, or less, of in order to be successful in current and/or future roles. Interviewees also rate and provide comments on performance against specific relevant competences such as leading change, managing conflict, building relationships and demonstrating credibility. Feedback from these exchanges is interpreted by us and presented confidentially to the leader as the basis of a goal-oriented performance enhancement plan against which short-term achievements and long-term development may be measured.

We also have performance evaluation instruments which are used on-line to reach a wider audience than is usually achieved with 360 interviews. These instruments, which may be customised to reflect the skills and attributes that are important to a specific role or team, offer a quantitative assessment of an individual»s performance. The results of these surveys have longitudinal validity and so may be used to measure improvement over a year or as a result of a leadership development programme. Our on-line tools may be combined with a verbal 360 assessment to provide an in-depth evaluation of current performance, development needs and leadership potential.