360 Multi-Source Feedback assessment instruments (MSF) consist of a systematic feedback process involving a cross-section of stakeholders, including one’s boss, peers, and subordinates. We also like to include feedback from key vendors, suppliers, and customers in this feedback process in order to gain an accurate assessment of leadership performance from multiple perspectives outside one’s current organization.
The True Growth® Authentic Leadership 360°
360-degree feedback is a method of collecting perspectives about a leader’s performance from a wide range of team members. This can include peers, direct reports, and the boss. It can also include people outside the organization such as customers and family members. The benefits of collecting feedback of this kind are that the leader gets to see the overall perceptions of others versus just his/her self-perception.
The True Growth® Authentic Leadership 360° focuses on seven core competencies and corresponding behaviors that are essential to becoming an authentic leader who people want to follow. These competencies and corresponding behaviors are based on the research of Larry Cole, Ph.D. Included with each assessment is a comprehensive list of Leadership Strategies. This helpful resource is full of practical tips on how to close the gaps that are identified in the assessment.
For more information and to view samples: http://www.lwmiiiconsulting.com/assessments/360_assessment.php
Denison™ Leadership Development 360
Denison™ Leadership Development 360 – Measures a leader’s performance on a set of 12 leadership behaviors linked to high performing business cultures. Based on the Denison Model, this 360 degree assessment benchmarks an individual’s leadership and management skills to those leaders in other organizations. Importantly, the Denison Leadership 360 is a developmental tool. By providing data-based feedback, this instrument allows leaders to compare their own ratings to those of coworkers and to identify gaps in perceived strengths, weaknesses and capabilities.
As you can see from this diagram, twelve key dimensions of leadership are measured and displayed in a clear, easy to understand graphic that immediately identifies strengths and areas for improvement. Each dimension of the diagram also correlates directly with key dimensions of organizational performance.
We work closely with leaders to identify key strengths and areas for improvement, and help them create a development plan that aligns personal goals with organizational strategy. We prepare them to follow up systematically with their key stakeholders, involving those with whom they work most closely in accomplishing their goals. We ensure that these development goals are targeted at specific behaviors that are in alignment with the strategic direction of the organization. This process in effect turns one’s stakeholder group into a team of coaches that assist the leader in achieving targeted developmental objectives that promote both individual and organization development.