360 Executive Leadership Survey
The 360 Executive Leadership Survey provides feedback on a leader’s executive competencies and emotional intelligence. A leader’s primary role is to achieve business targets and operational objectives. Executive level leadership includes having a thorough knowledge of the marketplace, and a compelling vision for the organization. This survey further provides feedback on emotional intelligence, which measures the ability to manage one’s emotions and relationships. An understanding of emotional intelligence can directly benefit performance on a personal and organizational level. The ELS measures the strategic and personal skills that lead to success.
Executive Leadership
360
Application: Executive development and long-term succession planning
Audience: CEO, president, vice president, senior managers, board of directors
Respondents: Self, Manager, Peers, and Direct Reports
Questions: 69 questions, 3 open-ended
Audience: CEO, president, vice president, senior managers, board of directors
Respondents: Self, Manager, Peers, and Direct Reports
Questions: 69 questions, 3 open-ended
Reporting - Interactive Web Reporting also available
- Review summary level data and click on a data point to drill down to the score details.
- Easily turn rater groups on and off to focus or compare specific sets of data.
- Toggle between Raw and Centile Scores, while some graphs also allow you to sort Highest to Lowest, Lowest to Highest, or by Competency order.
- Year over Year comparison with current and previous scores
- PDF reports are full color with stunning visual displays of 360 survey data.
The Executive Leadership 360 Task Cycle®:
I. SETTING DIRECTION
Developing a vision and a plan for change, taking informed risks, and exhibiting enthusiasm for the business.
II. EXECUTIVE PERSPECTIVE
Requires drawing conclusions from multiple sources, sensing current and future needs, being sensitive to others’ reactions to change, making good decisions, and being customer oriented.
III. EXECUTIVE IMPLEMENTATION
Includes timely decision-making, development of strong teams, and a determination to succeed.
IV. FEEDBACK
Appreciating others’ points of view and understanding how emotion impacts behavior.
V. DRIVE
Setting performance standards and appropriately utilizing authority to get results while maintaining composure.
VI. ACKNOWLEDGING CONTRIBUTIONS
Recognizing the contributions of others.
OUTCOMES
Trust and Effectiveness/Outcomes are leveraged through the mastery of Task Cycle phases.
Task Cycle® name & image are registered trademarks of TruScore®
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