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Peter Bakker, CEO TNT
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    Marcel Jacobs, Former Managing Director MeyerMonitor, at Communications@Work Symposium
    Marcel Jacobs, Former Managing Director MeyerMonitor, at Communications@Work Symposium

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    360 LEADERSHIP MONITOR : WALK THE TALK ON AMBITION AND VALUES


    Connected leadership - i.e. leadership that is living the organization´s ambition and values, is a key success factor in building a highly effective organization.

    Does management ‘walk & talk’ the corporate ambition and values? Is senior management aware of and acting upon strengths and weaknesses at all levels of the organisation?

    The 360 Leadership Monitor makes managers aware of their behavior on leadership company values an competencies. This awareness will facilitate behavioral changes where necessary.

    The 360 Leadership Monitor allows you to:
    - Systematically provide individual feedback on people’s behavior and performance for efficient development of people.
    - Communicate individual feedback in an acceptable and actionable manner.
    - Implement fact based succession planning.
    - Lower attrition rates by – at an early stage – determining limiting leadership behavior

    How does it work?
    The 360 Leadership Monitor consists of two sets of evaluations: one self review and one set of evaluations by close colleagues such as a manager, peers, direct reports and internal customers. By looking at the feedback received from others, potential gaps on certain competencies will surface. Additionally, the evaluations provide insight in how realistic the self review is and identifies gaps between the current and desired state of competencies.

    Participants select their own reviewers or have reviewers selected for them. Both participants and reviewers complete the evaluation via an anonymous, on-line process. The 360 Leadership Monitor can be customized to include specific competencies applicable for the organization, department or level.

    All participants receive an individual report. The report guides the participant in understanding his personal results through a step-by-step approach; slowly digesting the main findings, making a personal action plan for follow-up and evaluating the results. Additionally, aggregated results of certain groups (e.g. leadership levels, locations, divisions) will be reported to get insight into and act upon the differences in leadership behavior within the organization.

    For more information, please contact Karen Dikken