The Behavioral360 is focused on the optimal leadership capabilities required in organizations being disrupted and impacted by rapid change and unpredictability. With follow-through, the outcomes are the mindsets and habits that underlie leading complex decision-making processes, managing paradoxes, continually improving and growing others. The Behavioral360 was developed by a team of organizational psychologists, a coach and a management consultant to address common weaknesses with 360 feedback processes by providing the fundamental information (how am I perceived and why) to identify strengths and opportunities for improvement. With this information, an effective process, substantiated by metrics (before and after), with key resources is provided so that lasting improvements are made.
Purpose: To provide superior validated and comprehensive data to greatly improve self awareness, identify specific leadership issues to address, provide the valuable insights necessary to develop effective action plans that result in lasting growth and improved results and the capability to measure the improvements to establish an ROI.
Components:
-
A validated 360
-
A validated comprehensive behavioral assessment
-
A competency model focused on leading in disruptive unpredictable times (agility, growing self and other mindset, complex decision making)
-
An action planning system with resources to address issues to further strengthen and address weaknesses
-
Optional coaching or manager interventions and follow-up
-
Optional live workshops on the topics relevant to specific needs identified
-
Follow-up assessment to determine progress and ROI
-
Self awareness
-
Verifiable behavior change and improvement
"The Behavioral360 is our implementation of the Growth Leadership Assessment (GLA) which we co-developed and which is provided by the Center for Growth Leadership."
-Executive, USA Fortune 200 Insurance Corporation
"The assessment itself is very powerful because it’s very real, it’s very personal, it’s very relevant. And if you combine that with some structured learning, we believe that you can get a big impact in terms of really directing these behavioral shifts. Coaching and feedback is extremely important to our organization as relates to our people managers."
-CLO, MasterCard
“When you can measure what you are speaking about, and express it in numbers, you know something about it; but when you cannot measure it, when you cannot express it in numbers, your knowledge is of a meager and unsatisfactory kind; it may be the beginning of knowledge, but you have scarcely in your thoughts advanced to the stage of science, whatever the matter may be.” -Lord Kelvin
By using 360 feedback you get a variety of perspectives on perceptions - good if the process is done right; when you combine that with behavioral data, you get much more effective information to impact performance and employee experience - Powerful!
