Eliciting Excellence: Executive Coaching and Leadership Development
Executive Coaching, Leadership Development, Successor Development, and Successor Recruiting, Portland, OR
360° LEADERSHIP ASSESSMENT
Our 360° Leadership Assessment examines the traits, competencies, and behaviors that are essential to be effective as a leader.
We assess their Character Traits, Interpersonal Competencies, Strategic Thinking, and Decision Making.
The Essential Competencies
» Character Traits
A leader’s character plays a large role in bringing out the best in people. Character is established by clarifying and honing the values and behaviors that matter, and then acting in a manner consistent with those values and behaviors.
» Interpersonal Competencies
The manner in which a leader interacts with people also plays a large part in bringing out the best in people. These competencies affect a leader’s ability to influence people and determine the level of response elicited.
» Strategy Related Skills
An effective leader must be a good strategist and have the ability to gain buy-in for his or her ideas, strategies, and plans. By learning to think strategically and becoming influential within the organization, a leader becomes more successful and gets better results.
» Decision-Making Skills
An effective leader must have sound judgment and make good decisions. These are gained through experience, making mistakes, and getting outside perspective.
Benefits of Our Assessment
» Efficient and Confidential – The assessment is conducted online, and responses are both anonymous and confidential. The assessment can be completed by each rater in about 10-15 minutes.
» No redundant questions – The questions are clear and concise. This eliminates the need to ask the same questions multiple ways.
» Comprehensive – The 360° assessment includes all essential competencies and skills for effective leadership and can include feedback from up to 25 raters.
The Assessment Process
» Set-up: We set up the assessment and then enter the list of raters. The system then sends out invites and reminder emails to ensure a high response rate.
» Report: Once we have sufficient feedback (usually within about two weeks), we generate a comprehensive report showing a successor’s strengths and weaknesses, along with written comments from raters.
» Review: We then meet with the stakeholders to review the assessment results, offer perspective and insights, and suggest a plan of leadership development/executive coaching.