Assessment Tools
Our team uses a wide variety of assessment tools and methods to support clients' in increasing their self-awareness. This sets the stage for developing meaningful goals.
360s Feedback
A 360 review collects feedback from the client’s supervisor, peers, direct reports and other key stakeholders.
● 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.
● 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. Typically completed by 10-15 respondents, they include both numerical ratings and qualitative comments.
Interview-based 360s provide richer data particularly useful as part of a coaching engagement. Survey instruments are less expensive and generally more appropriate as part of a leadership development program.
Self-assessments
Self-assessments help make explicit a client’s preferences and style and/or highlight opportunities to develop specific competencies.
360s Feedback
A 360 review collects feedback from the client’s supervisor, peers, direct reports and other key stakeholders.
● 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.
● 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. Typically completed by 10-15 respondents, they include both numerical ratings and qualitative comments.
Interview-based 360s provide richer data particularly useful as part of a coaching engagement. Survey instruments are less expensive and generally more appropriate as part of a leadership development program.
Self-assessments
Self-assessments help make explicit a client’s preferences and style and/or highlight opportunities to develop specific competencies.
