Coaching leaders to work on ‘real world, real time’ development issues

Organisational performance is often down to the leaders’ ability to tune into and engage effectively with their teams. Leaders work within systems, i.e. groups of people each with their own values, motives, characters, etc. It is important therefore to take a snapshot in time of how others perceive them so that they can hone their leadership, communication and influencing skills. It has been proven that the top 20% of leaders obtain 40% better results in terms of customer satisfaction and reduced turnover (see below- Zenger & Folkman).

Unlike other 360 feedback reports the Q-OPD 360 identifies a leader’s strengths, gaps and the degree of change required to make a difference in others’ perceptions. Such 360 feedback used in coaching has many uses including:

  • Enabling career progression by accurately identifying strengths as well as gaps in their skill set
  • Engaging participants as they feel they are not wasting their time and effort on irrelevant development activities
  • Creating accountability – leaders know that their behavioural change will be noticed and tracked using the Q-OPD pre- and post-360 feedback reports
  • Showing a return on investment for the coaching process by providing measurable results following coaching.

Four step 360 effectiveness plan

Many leaders are deluded regarding their performance and often overestimate their skill level. The Q-OPD 360 report will provide a ‘reality check’ for focused development.
1. Reality check – how are you helping or hindering your career progression and work success? We will help you understand what are your strengths, potential and blind spots. Key outcomes are to raise your level of self and social awareness understand how you are perceived in the workplace.
2. Identify your decision criteria.
We will help you establish what really matters to you in work and in life. This step ends with a set of decision criteria, weighted for importance, to guide your developmental plan. In addition this knowledge creates motivational momentum to drive your personal development plan
3. Gaining clarity and insight
We guide you through this practical process, drawing upon a wide variety of sources, in order to identify and target the behaviours that will have most impact on your performance
4. Working the practice plan
Making behaviour change easy to maximise success. We share best practice from Neuroscience to enable you to get the changes you want

Leaders account for at least 70% of the variance in employee engagement

Gallup 2014

We use the latest Neuroscience research in our coaching, 360 feedback tools and Talent Enabler process to ensure change is embedded in the workplace.
We have a pool of accredited coaches that can facilitate the feedback to your staff
We can train your internal HRD to give 360 Feedback
If you are an independent consultant you can train to become one of our accredited 360 facilitators.

Let us know what you need.

Feedback from our clients

“Nina did some coaching with me earlier this year to assist me. Nina was outstanding at helping me to identify my strengths and priorities, and at pointing out techniques for overcoming obstacles to success. She is also immensely personable, positive and encouraging. Highly recommended!” Dean Felix, Kronos

More feedback …

“Nina assisted me greatly helping me focus in what was required to make my next career step. She was a huge inspiration to approaching the task in hand in a very positive manner. I would recommend Nina to anyone looking for such help.” James Aldridge, Euronics UK