Assessment Tools
One of the most powerful tools for developing self-awareness and growth is to see yourself through the eyes of others or through the lens of a helpful framework. Ideally, such assessment tools are employed when clients are self-motivated, open-minded and ready to welcome new information about themselves. The organization plays an important role in creating a positive and developmental context for these initiatives by offering 360 and self-assessments when employees are poised for personal growth.
Our team uses a wide variety of assessment tools and methods to support clients' in increasing their self-awareness. We set the stage for these tools through engaging the client in their own self-reflection and aspirations for self-realization. With the right mindset, clients are ready for both new and affirming information, which is then used to develop meaningful goals.
360s Feedback
A 360 review collects feedback from the client’s supervisor, peers, direct reports and other key stakeholders.
Typically, 360 feedback is collected either through a survey instrument or confidential interviews.
Based on over a dozen years of experience, we’ve concluded that the best practice is a combination of a survey and a small number of follow-up interviews.
The survey instruments are an economical way to solicit input from a larger number of people. The data produced can be used by the client and their coach to identify challenges that deserve more attention. Targeted follow up interviews with select stakeholders provides the richest data regarding what changes in behavior or skill would be beneficial.
Self-assessments
Self-assessments help make explicit a client’s preferences and style and/or highlight opportunities to develop specific competencies.
Our team uses a wide variety of assessment tools and methods to support clients' in increasing their self-awareness. We set the stage for these tools through engaging the client in their own self-reflection and aspirations for self-realization. With the right mindset, clients are ready for both new and affirming information, which is then used to develop meaningful goals.
360s Feedback
A 360 review collects feedback from the client’s supervisor, peers, direct reports and other key stakeholders.
Typically, 360 feedback is collected either through a survey instrument or confidential interviews.
- Survey instruments- Our team holds certifications in the use of on-line 360 survey instruments developed by KornFerry and by the Center for Creative Leadership. These research- and competency-based tools can be customized to compare an individual’s results to a relevant norm group. Completed by a minimum of 12 respondents, they include both numerical ratings and qualitative comments.
- Interview-based 360- Interview questions are developed with the client based on the challenges they are facing or the areas for growth they wish to explore. Eight to ten key stakeholders, with varied perspectives, are interviewed, confidentially, and their comments are compiled into themes without attribution.
Based on over a dozen years of experience, we’ve concluded that the best practice is a combination of a survey and a small number of follow-up interviews.
The survey instruments are an economical way to solicit input from a larger number of people. The data produced can be used by the client and their coach to identify challenges that deserve more attention. Targeted follow up interviews with select stakeholders provides the richest data regarding what changes in behavior or skill would be beneficial.
Self-assessments
Self-assessments help make explicit a client’s preferences and style and/or highlight opportunities to develop specific competencies.
Harrison |
Shows how combining two paradoxical traits creates a balanced leadership strength. |
