Feedback Metrics

Performance System

We strongly believe that focused 360 feed-back on a person’s interpersonal influencing skills and their performance in core job related job skills and competencies are essential if any development or training is going to succeed.

Each metric will provide the individual with detailed 360 feed-back on their strengths and improvement opportunities together with a Personal Development Plan that provides them with specific behavioural change and development objectives.

Development activities must be a part of your Corporate Strategy, whilst ensuring opportunities for individual, personal growth. Managers and HR are essential to the system in terms of providing follow up coaching and feedback for each individual.

Behavioural Style

Interpersonal Influencing Style is the key metric we use in all our development work.

Participants generate confidential 360° feedback on their preferred communication and influencing style as perceived by respondents of their choice selected from a variety of interactions – customers, office-based colleagues, and social contacts.

The feedback is hard-hitting, though non-judgmental. It also highlights key strengths and development opportunities as viewed by those with whom participants work.

Your people will develop a greater awareness of how their behaviours, communication and sales/management style impact the performance of others.  They will develop an awareness of their own strengths & weaknesses.

They will develop skills to recognize and meet the expectations of their customers and team with a view to maximizing job-satisfaction, productivity and performance.

This feedback instrument works particularly well with L-DNA and S-DNA.

Leadership Development Needs Analysis. L-DNA

Participants generate confidential 360 feedback on their individual skill levels in critical management competencies.  The report comprises a self- perception, their boss and most importantly their direct reports.  It measures the effectiveness of performance in key people management competency areas- Leadership Culture, Purpose, Goals, Feedback, Motivation, Support and Coaching. It has an internal validation in that it also measures the perceived importance levels of each competency, as seen by each respondent in terms of “helping me assume responsibility in fulfilling my objectives in this company”.

The report highlights each participant’s key Strengths, Growth Opportunities and Priority Improvement Areas enabling individuals to create Personal Development Plans from the resulting feedback and coaching discussions. It also enables each manager to select future training that will focus specifically on their requirements.

Sales Development Needs Analysis – S-DNA

Survey your customers to identify the key behaviours and competencies that they value as part of their buying relationship with your organisation and their account manager.  The base measure would be on customers’ views of the current performanceof specific sales behaviours and the importance of these behaviours in further developing the business relationship.

The S-DNA generic base currently measures 14 competencies, with a built in facility to integrate behavioural range statements that are client specific.

Use the resulting data to review strategy, develop account plans and create personal development plans.

The customer feedback enables senior management and the account    manager to prioritise the skills needed to drive individual and organisational strategy.

The Core competencies that are developed can be integrated into your existing recruitment, appraisal and assessment processes.