Leadership Profile (360)

This survey enables you to understand how you are seen to perform with respect to leading others.

It is based on four clusters:

 Strategic Mindset: the extent to which you are seen to have a clear sense of purpose for yourself, for your team and for your organisation

 Managing Self: your ability to set an example for others to follow

 Working with Others: your ability to get others on board with the vision and to work with them to achieve great outcomes

 Delivering Outcomes: your perceived ability to get the job done

Your Observed Leadership Effectiveness

Influencing Effectiveness (Self-score or 360)

This survey enables you to understand how well you are seen to influence others. The feedback is structured in four clusters:

 Organisational Influence: how you are positioned in terms of your role and network of relationships

 Capability Influence: the degree to which your credibility is enhanced by the capabilities you present to others

 Person Influence: the extent to which you impress as an honourable and likeable person, thereby encouraging people to feel comfortable and confident about you

 Active Influence: your perceived ability to prepare well, deliver well and influence people towards your ideas

Your Observed Influencing Effectiveness

Resilience Indicator (Self-Score)

This survey enables to reflect upon your capacity to endure and rebound from stressful situations.

The report is structured as three clusters:

 Your context: This relates to your current circumstances

 Perspectives: This is how you view your current situation

 Resourcefulness: This is your ability to do what you need to do to deal with challenges as they arise

Your Resilience Profile

Personal Effectiveness Survey (360)

This survey enables you to reflect how you are seen in light of your work contribution, dealings with others, prospects for success and so on.

The feedback is structured in four clusters:

 How you are seen to attend to your own development and personal management

 How you portray yourself to others

 How you connect with others

 How you are seen to get things done

Your Observed Personal Effectiveness

An underlying principle in this survey is the need to manage your energy well to be truly effective.

Success as an internal consultant begins with a clear sense of self and the ability to manage oneself through the various needs of the day.

Internal Consultant Survey (360 or Self-Score)

This survey enables you to reflect on how you are seen to perform as an internal consultant.

It is structured around four clusters:

 Managing Self: Success as an internal consultant begins with a clear sense of self and the ability to manage oneself through the various needs of the day

 Presenting Self: Your reputation as an internal consultant is enhanced when you are seen to be capable and to demonstrate a positive and professional work ethic

 Working with Others: You need to be able to work well with others, building trusted relationships wherever possible, to achieve the best results

 Delivering Outcomes: You need to get results that work well for both parties, wherever possible

Your Internal Consulting Effectiveness

We also have a range of team surveys and a culture survey available. For more information get in touch with us via our Contact page for more information.