Although the benefit of the feedback to the participants could be tremendous, we are very aware of the risk in how feedback is given and/or received.
We believe that a critical part of leadership is firstly being open to feedback, and secondly dealing with the feedback. This does not mean that the participant has to undergo some sort of personality change, but rather consciously decide if any actions have to be taken as part of his/her development journey.
We also believe that having self-awareness as a leader is of utmost importance. This feedback opportunity will assist the participant in gaining self insight, especially on “blind-spots” that could be hampering him/her. The subsequent development processes are designed to develop higher-order leadership, in order to grow a business to the next level of organisational health.
This leadership assessment tool and subsequent development process is generally implemented as a second phase development process.
The nature of a 360˚ feedback instrument tends to have some participants feeling anxious and exposed.
We pride ourselves on the sensitive and secure way in which we implement this tool.
PROVEN OVER 10 YEARS
CLEAR, DEFINED DIRECTION
PRIORITIZES LOW ENGAGEMENT AREAS
PROUDLY SOUTH AFRICAN WITH ACCESS TO LOCAL DATA
MOBILE FRIENDLY ACCESS
CALCULATES COPING LEVELS & CHANGE READINESS