In order to maximise development and learning from our 360's we strongly recommend Facilitators attend one of our accreditation events. (Open sessions or In-house)
Leader's Guides are included as part of Facilitator Accreditation & Training.
Facilitators unable to attend must buy a Leader's Guide with their first order.

A leadership 360° demonstrates the organisational culture the leader is trying to create (hopefully the same as the organisation’s) and the one they are actually creating.
It measures how effectively the leader uses 13 sets of high performance leadership practices and the leader’s attitudes towards change.
Managing Performance provides an ongoing personal and corporate analysis, enabling management to monitor change, provide the basis for culture change; long term management strategy and organisational development.

A 360° measure of the most widely used management and team leader competencies, the team leader is able to see how well they perform those competencies most likely to be needed to support the culture and the bottom line results needed by the organisation to help it succeed.
The 16 Competencies fall into 3 categories: Task; People; Organisational.
TLC also measures the manager’s style and how well that fits with the organisation’s Desired State, their overall effectiveness in the current role and their Attitudes toward Change.

A 360° measure about the successful management of sustained performance and implementation of change.
It will free up your managers to manage, your specialists to specialise.
Designed and researched to help coaches create and sustain new, high levels of performance.
Coaching and change management effectiveness come from the measurement of: values and the coaching climate; the appropriate use of strategies; coaching style, tactics and coaching skills.
Application to relevant and appropriate organisational culture or personal performance issues is facilitated by use of the integrated application manual.
Performance Coaching can be directly linked to the organisation’s values, strategic goals and personal performance issues.

A measure of what any project manager does throughout the different stages of the project and the impact of their behaviour on the results achieved so far in terms of project performance, change, staff engagement, stakeholder satisfaction and overall effectiveness. Recommendations for change, help with prioritising development plans etc., are provided within the report.

Successful sales people focus on the customer/client needs - not just the technical ones but also their personal and emotional needs. Getting on the same wavelength as the client increases trust and increases the probability of getting the business. Failure to do so (the traditional selling approach) has the opposite effect.
SEP provides feedback about both the Skills and Motivation/desire of the salesperson to engage the customer in the sales process - what to do to get on the same wavelength and help the customer to buy, to enjoy what they have bought and stay sold.
Sales people on average “Naturally” get with about 25% of the buying or customer fraternity. SEP shows you how to increase that so that you can succeed with the majority of customers.