The purpose of this 360-assessment is to provide standardized, empirical data to help you develop business competencies to become more effective. Information gathered during this assessment will be utilized to help increase your areas of strength and transform their areas of weakness. The information gathered can include board of directors, bosses, peers, and direct reports.

The purpose of this assessment is to measure leadership behaviors and competencies needed at the top. Getting input from other people in the organization is vital for the candidate to see themselves as others see them. Self-report is much less dynamic than a research-based 360 assessment which compares the candidate to very top-level leaders and not all normative date.

Executives

Executives preparing for a new executive role, or a major step up in responsibilities, or who want to hone and develop their own business competencies.

Outcomes of the C-Suite 360 Assessment

Leading the Business

Sound Judgment

Strategic Planning

Leading Change

Results Orientation

Global Awareness

Business Perspective

Leading Others

Inspiring Commitment

Forging Synergy

Developing and Empowering

Leveraging Differences

Communicating Effectively

Interpersonal Savvy

Using CCL’s tool, Benchmarks for Executives, results are tabulated into 16 Executive Dimensions that are vital to senior leaders’ effectiveness. These results are compared to data that is collected from data obtained across a wide range of organizations and industries based on a sample of 3,400 senior-level executives and 35,000 others (board members, bosses, peers, direct reports). Robust 360’s must be based on strong research with many leaders from many corporations. Benchmarks for Executives, from Center for Creative Leadership, has one of the world’s largest assessment databases and is considered the ‘gold standard’ in the industry. The Financial Times and BusinessWeek regularly rank CCL among the world’s top providers of executive education. The finished feedback report provides an in-depth perspective on relative strengths and weaknesses as perceived by you and your team.

Best Suited For

Future Leaders

Aspiring, high performing, fast tracked individuals can benefit as they’re the future leaders of an organization.

Leading by Personal Example

Courage

Executive Image

Learning from Experience

Credibility

Improving Leadership thru a 360-feedback increases self-awareness, leverages strengths, and uncovers blindspots, which are all catalysts for new behaviors and change.

The results are tabulated into 16 Executive Dimensions that are vital to senior leaders’ effectiveness. These results are compared to data that is collected from data obtained across a wide range of organizations and industries and are based on a sample of 3,400 senior-level executives and 35,000 others (board members, bosses, peers, direct reports).

How it Works

Meet and Greet

We begin our journey with a kick off meeting to set goals, timeline and determine your needs and hopes for the 360.

Assessment

We work to gather assessments from you and a selected group of individuals which can include members of the board, leaders, peers, and reports.

Applied Results

After all results are in, I will compile a detailed report. We will review the findings in detail and discuss how to use them in real-life actionable scenarios.

Coaching

Over the next 6-12 coaching meetings we will use the data that we gathered along with the CCL Compass™, a digital tool, to put a roadmap in place to implement transformation.