Often working in concert with our Active Coping Assessments, we may gather feedback on an anonymous basis by asking board members, co-workers, customers, to evaluate an executive’s performance on various dimensions related to his current and potential roles.

We work closely with the person undergoing a 360 and his or her superior to ensure we have caught the elements that need scrutiny and guarantee that appropriate third parties are included among those responding.

We tailor each 360 to the developmental needs of the particular executive. We address a number of areas related to the executive’s potential to fulfill the demands of the role.

This feedback, following a personality assessment, may lead to a mentoring relationship with one of our team members to help the executive prepare for greater leadership responsibility within the organization.

Our methods are thorough. We collect written data from the executive’s peers, subordinates, and superiors. We use a questionnaire developed with the executive to elicit qualitative statements and quantitative ratings.

Complementing this questionnaire are behavioral anchors describing each dimension assessed. These anchors reflect the organization’s culture and business. We conduct unstructured interviews with key individuals. This combination yields richer information and is far more effective than written feedback alone.