Interview-based 360 assessment and development planning

The problem

Executives need high quality feedback to develop and grow, but standard questionnaires miss important nuance, many assessments are hard to interpret, and political dynamics interfere with surfacing transparent suggestions.

What the engagement involves

  • I interview 12–15 raters for one hour each, extract key themes from the discussions, and summarize the results in a clear and detailed report.
  • Alongside the interviews, you complete two Hogan inventories: the Hogan Personality Inventory, which describes how you lead and relate to others day to day, and the Hogan Development Survey, which surfaces behaviours that emerge under strain.
  • Also during this period, we meet twice to draft an early set of goals — before any feedback arrives.
  • I debrief the report with you to ensure you understand the key themes and can ask any questions you want.
  • I help you use the results to build a high-quality development plan that can guide progress for the next year.
  • The entire process takes about 8 weeks.
The assessment, phase by phase A five-phase timeline of the eight-week assessment. Prepare, week 1: introductory meeting. Gather, weeks 2 to 3: interviews, assessment, goals. Analyze, week 4: analysis and report. Understand, week 5: feedback debrief. Plan, weeks 6 to 8: plan and alignment meeting. Prepare Week 1 Introductory meeting Gather Weeks 2–3 Interviews, assessment, goals Analyze Week 4 Analysis and report Understand Week 5 Feedback debrief Plan Weeks 6–8 Plan and alignment meeting

What's different

  • Tailored. I tailor the 360 interview to your needs, choosing questions based on the themes you most want feedback about.
  • Probing for clarity. During 360 interviews I probe raters with follow up questions to ensure they provide you with clear and usable feedback.
  • Rater approval loop. After each interview, I ask raters to review, edit, and approve the notes I've captured, to ensure that the feedback you receive is accurate and reflects their thinking.
  • Qualitative data analysis and rigour. I use qualitative data analysis techniques to mine the interviews for deep insights, and to identify important patterns across raters, in ways that unearth value.
  • Goal setting starts before the feedback arrives. We begin brainstorming goals while the data is still being collected, so by the time you read the report you already have a draft of what matters to you. Once we have the data, we then integrate your priorities with the feedback, to create a goal document that resonates with you.
  • Two kinds of evidence, not one. The interviews tell you how others perceive you. The Hogan inventories describe your disposition, the personality-based 'gravitational pulls' that you feel internally. Together they provide comprehensive, data-driven suggestions on how you can strengthen your leadership skills further, and where their messages diverge, they can spark important conversations about growth.
  • Thorough debrief. I meet with you as many times as necessary to debrief the results of the assessment, so you fully understand the feedback before we start setting goals based on it.

What the client receives

  • A detailed report including a) key themes related to strengths, possible development needs, and takeaways based on my overarching view of all the data (~15 pp.), and b) an appendix containing a question-by-question list of all the responses provided by all the raters (approved for sharing; ~50–70 pp.).
  • Hogan Personality Inventory and Hogan Development Survey reports, with results integrated into the report and debrief.
  • Multiple sessions to build an initial draft of the development plan before receiving the assessment feedback.
  • As many sessions as needed to debrief the report and ensure you fully understand the findings.
  • Multiple sessions, after receiving the assessment feedback, to translate the results into a detailed development plan including goals and actions that will strengthen leadership skills over the next year.
  • A detailed development planning template that guides you in creating a robust set of goals and actions, which can be used in this engagement and in future.
  • A facilitated review meeting with your supervisor or Board Chair, to gather feedback on how to strengthen the development goals and actions further.
  • A high-quality, finalized development plan, created in partnership with me and your supervisor or Board Chair, which will remain relevant for at least 1 year.
  • Post-session analytic memos after every substantive meeting to consolidate learning, promote reflection and action, and to create a record of the most important insights.
  • Availability for short calls or emails between sessions as needed.
Book an introductory call

Or email me at .