There are numerous 360 tools available in the market. We recommend well researched and normed tools and the three tools we most commonly use are:
Leadership Versatility Index (LVI)
The LVI adopts a unique approach to assessing an individual candidate. Rather than using a traditional 1 – 5 rating scale where 5 is ‘great’ and 1 is ‘bad’ the LVI uses a scale that assesses whether a leader is demonstrating ‘too much’, ‘too little’ or the ‘right amount’ of each behaviour.
12 dimensions are assessed under 4 broad areas – Strategic; Enabling; Forceful and Operational. These are paired to examine HOW you lead (Forceful vs Enabling) and WHAT you lead (Strategic vs Operational). Analysis of of the overall scores, as well as differences in perceptions of feedback groups informs ongoing development activities.
MRG Leadership Effectiveness Assessment (LEA) 360
The LEA™ measures 22 leadership behaviors grouped into six core functions (Creating a Vision; Developing Followership; Implementing the Vision; Following Through; Achieving Results; and Team Playing), creating a uniquely insightful profile that provides a nuanced and scientifically sophisticated development tool. Scores are placed in ranges from low to high, with the degree of agreement between respondents within a rater group indicated.
Data can be compared against the strategic direction of the business. By embracing individual leadership styles and placing them within the context of your organizational environment, the LEA™ stimulates individual and team growth through insights that are accurate, encouraging, and actionable.
Hogan 360
The Hogan 360 is a versatile, customisable multirater supported by comprehensive external benchmarks. Comprising 50 standard questions the tool is customisable to enable the addition of context specific questions.
The Hogan 360 assesses 14 competency areas categorised into 4 quadrants – Self Management; Relationship Management; Working on the Business; and Working In the business. Normed against global norms as well as numerous industries, organisations have the option to also incorporate additional questions as well as organisational norms if desired.
Respondents are also asked to rate up to 4 top strengths and up to 4 opportunities to improve from a pre-defined list of items. These results are scored and then stack ranked to help focus development discussions.
