360 Degree Surveys

We all have a reputation in our organisations-some of us will know exactly what that reputation is and how others view them, others may only have a hunch and for others this may be a totally unknown area. The use of 360° surveys are an important component in understanding our impact on others and how our boss, peers, team members and others see us... Whilst they are not a substitute for face to face feedback, they can help us to understand our strengths and help us to create a personal action plan for development.

We offer two approaches to 360 degree surveys;

a) Some clients prefer to have surveys linked to their own competences, in which case we design and administer tailored questionnaires, specifically to meet their needs

b) An alternative approach is to use an external benchmarked questionnaire

We will work closely the clients to understand what type of survey to use and how best to embed any 360° instrument into a Greenbank Programme or Coaching assignment.

External Benchmarked Questionnaires

There are two particular 360° surveys which we use both based on the work of Zenger and Folkman and their research around leadership and coaching competencies that are linked to sustainable organisational success:

• The Extraordinary Leader
• The Extraordinary Coach

We have several reasons for selecting these two specific instruments above many that are on offer:

• The competencies are based on extensive research using 360° results on over 20,000 managers, the research used various statistical techniques to identify 16 differentiating competences that were highly correlated with great leaders. These leaders had a tangible impact on the business results of their organisations such as market share, profitability, employee retention and customer satisfaction.
• Individuals results are benchmarked against the top 75-90th percentile of top leaders and coaches from a wide range of businesses and organisations across the world-rather than some surveys which only give a comparison with others in the same organisation. This means that each person is comparing themselves with the best-encouraging them to aim high.
• Individual reports are easy to digest, analyse and most importantly make sense of and use to drive action.
• Reports are supported by a Participants Manual which gives clear practical steps to identify specific areas for development and gives a range of options to develop each competency.
• Both questionnaires are supported by an optional web based Action Planning tool that can be used to identify goals & actions-track progress-and seek feedback and coaching from others.
• Finally, the process that underpins the survey is fast, efficient and simple keeping administration to a minimum!