The 360 Indicator diagnoses the mangers’ effectiveness, their strengths, and weaknesses. The anonymous diagnoses verifies competencies which are key for the development of the organization and provides tips on the direction of manager development.
360 Indicator verifies management skills and leadership attitudes. The anonymous diagnosis tells us:
The 360 Indicator questionnaire and reports are prepared in a way which emphasizes a person’s strengths and then the areas which should be taken into account in order to develop their natural potential in cooperation with others and achieve faster personal and organization goals.
The unique slider scale (and not, for example, a scale of 1 to 5) reflects the opinion on the given trait of the given employee, all without judgement.
The 360 Indicator reports are not only a presentation of answers in particular areas of behavior, but they also constitute the strategy for success – a space to elaborate an action plan for the development of specific competencies.
The questionnaires regard the leader attitude (the team/product/service leader), the management skills.
Our questionnaires take into consideration the aspects of employee’s behaviors, values and motivations which are also diagnosed by the DISC D3 competencies assessment. We analyze the employee’s competencies on the basis of the two surveys.
Learning what people who work with a leader think about them is one thing, it is also worth knowing the reasons.
This is why the 360 Indicator is supported by the DISC D3 assessment. Consequently, we can diagnose not only how the manager is viewed by others but also why it is that way, and what they can do to better utilize their resources (becoming more aware of both their strengths and limitations).
We provide consultancy services in all HR processes. Our actions are conducted by business practitioners, who base their recommendations of the analysis of results of competencies surveys conducted within your organization.
Gaining the skills to work with the DISC model and the key to implement information about personality differences in all HR processes.
Development of management skills tailored to the manager’s personality profile: strengths and weaknesses
Support in improving the quality of cooperation, communication, level of engagement and taking personal responsibility for the common goal.
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