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When it comes to a proven, standardized system for quantify the competencies that increase the presence, performance, and productivity of your people, the High-Performance Leadership 360º Appraisal is best-in-class.
360º Degree Leader Feedback Services
360º Degree Leader Feedback Services
It is simple, if your leadership is going to be impactful, you need more power, and to gain power you need intel. Are you a business leader looking for ways to hold your management accountable and increase performance? Do you understand the importance of putting metrics on integrity, just as much as intellect? Have you realized how difficult this is to accomplish? We've solved the problem for you with our SIMPLE system. We craft and manage 360 feedback on the most critical areas of your business (communications, management, sales and executive leadership).
Communications
Communications
All leaders within your management team should be consistently being managed and assessed to ensure they are leading with competence and reinforcing core values.
Management
Management
Managers and their direct downline usually account for the most volatility within an organization. Ensuring the micro-cultures are managed adequately will be the determining factor of attrition.
Sales
Sales
Don't let your best closers walk away due to lack of accountability at the leadership level. By implementing accountability in your most lucrative department, you stablize talent retention.
Executives
Executives
Executives that want to instill trust in their teams should always seek to give them room to voice their opinions in a psychologically safe environment. Nothing does this like a 360 Appraisal.
Fully Customizable
No cookie cutter appraisals here. We craft appraisals to meet the demands of your leaders, and ensure you are establishing quality control metrics that surpass standards, no matter the industry. We do this by focusing on the competencies of roles and KPIs that must be met.
Helping Solve Your Most Painstaking Issues
Helping Solve Your Most Painstaking Issues
Every culture and organization has its pros and cons, but we choose how long they stay and how big they grow. When it comes to our experts and the 360 High Performance Appraisal, it has been proven to eradicate the following:
❌ High Turnover Rates
❌ Ineffective Development
❌ Poor Performance
❌ Lack of Accountability
❌ Limited Staff Engagement
❌ High Miscommunication
❌ Inconsistent Standards
❌ Lack Professional Growth
❌ Resistance to Change
❌ Misaligned Dynamics
❌ Suboptimal Decision-Making
❌ Leadership Burnout
❌ Lack of Employee Development
❌ Erosion of Trust
❌ Missed Growth Opportunities
Guaranteed Growth
We GUARANTEE cumulative increases of 30-60% in impact, income, and/or influence when you apply our proven, data-backed, strategies and methodologies.
A Proven Four Stage Model
A Proven Four Stage Model
Neasman's 360 feedback solution is a powerful tool that provides an all-around evaluation of an individual's performance, going above and beyond the typical evaluation model which typically involves a direct report and their up-line. Instead, this multi-source performance appraisal collects feedback from various sources encompassing all channels of the job role, including managers, peers, direct reports, and even customers.
Align
Align
Align ensures organizational goals, and secures stakeholder engagement, this sets the stage for meaningful feedback collection.
Assess
Assess
Assess represents the data collection phase. We ensure enough data is collected to provide a thorough analysis can take place with as much discretion as possible.
Analyze
Analyze
With the assessment complete, we can analyze data to ensure the most accurate feedback for where to invest in your leaders development, and organizational growth.
Advise
Advise
Advisory is the expert insights we provide, with real-time data, and relevant areas of focus. Leaders trust the strategies we implement will be grounded with data.
Confidentiality & Anonymity
We maintain a contractual agreement to retain the identity of all participants forever.
Scope of Work
Scope of Work
Needs Assessment and Customization
Organizational Structure Overview
Customization of Assessment Questions
Stakeholder Identification
Develop the Communication Strategy
Data Security and Confidentiality Measures
Implementation of Robust Protocols and Policy
360 Feedback Surveys Design
Stakeholder Selection and Invitation
User-Friendly Survey Platform
Feedback Collection Timeline
Quantitative and Qualitative Insights
Anonymity and Confidentiality
Feedback Interpretation Session
Strengths Amplification Strategy
Development Opportunities Identification
Customized Development Plans
Skill Enhancement Workshops
Coaching and Mentorship Matching
Goal Setting for Growth
Cultivating Leadership Mindset
Feedback Loop Integration
Leadership Community Engagement
Feedback-Informed Decision-Making
Leadership Development Resources Hub
Continuous Learning Initiatives
Leadership Impact Assessment
Bonus Features
Bonus Features
Stakeholder commitment
Data Security Guarantee
Robust data security protocols.
Key findings and recommendations
Craft the Leadership Scope
Feedback-Driven Culture Propagation
Leadership Succession Planning
Anonymity and Confidentiality
360 Feedback Facilitation
Multiple Data Sources Integration
Real-time Feedback Analytics
Data Quality Assurance
Feedback Summary and Insights Report
Feedback Debrief Session
Resource Repository Access
Actionable Feedback Loop
Cultivating Emotional Intelligence
Behavioral Role-Playing Sessions
Accountability Partnerships
Regular Progress Checkpoints
Incorporating Feedback into Organizational Strategy
Mentorship and Coaching Continuation
Refinement and Course Correction
Leadership Recognition and Celebration
Strengthening Organizational Resilience
Backed by Research
Our firm has clocked over 225,000 hours of research and development in the study and development of High-Performance Leaders and Organizations around the world. We have applied this research to selecting the best psychoanalytical questions to increase impact, income, and influence for organizations and individuals.
Client Testimonials
Client Testimonials
High-Performance Leadership Competencies
High-Performance Leadership Competencies
Below are the primary core competencies and survey metrics for Executives and Business Leaders.
Ideas/ Innovation
Ideas/ Innovation
Able to see parallel situations and draw lessons from themAble to understand and quickly see the key issues in a broad range of subjectsComes up with and presents new, original and workable business ideasGood at finding ways of tackling situations they have not seen beforeIs able to wok lots of novel ideas into a coherent planLooks to different industries and discipines to find new ideas that may apply Overthrows conventional views and makes radical changes to achieve business successTakes decisions that position the business as market leader ahead of emerging trendsTurns abstract ideas into models that others can understand
Drive for Results
Drive for Results
Articulates expectations for others and communicates the benefitsConstantly reviews and monitors progress of the organization against agreed targetsCreates an ethos of challenge and drives for business successDrives self and others on when facing difficultyEncourages continuous improvement across the organizationPromotes a drive for quality across the organizationPursues new business opportunities and makes them a realityResponds positively, with commitment and enthusiasm to setbacks and obstaclesTreats major obstacles as challenges
Decision Making
Decision Making
Allocates corporate resources to optimize the results of all plansCan make tough decisions in the absence of complete informationDemonstrates awareness of how decisions and actions impact the profitability of the businessEncourages bold win-win business planning Identifies and makes unpopular decisions when necessaryIdentifies the critical point, by when decisions must be madeKnows when to take risk in decision makingLooks at the bigger picture and plans for the long termManages to deliver maximum results for the least cost in terms of time and resources
Management
Management
Makes the right decision for the whole business, rather than own function or departmentPerforms to high standards, and maintains constructive interpersonal relationships-when under pressurePersonal behavior exemplifies company valuesProactively takes ownership of problems affecting the businessPromotes organizational honesty at all levelsRisks unpopularity to make the right business decisionTakes responsibility for own actions and decisions
Lead w/ Inspiration
Lead w/ Inspiration
Behaves like a High-Performance LeaderBuilds teams with appropriate expertise to achieve results, and empowers teams to take action and resolve own issuesChampions empowerment by ensuring that people have the freedom and authority they needCreates a compelling picture of the organization's vision, consistent with its values, which inspires others to feel a personal stake in its futureCreates an expectation of a high-performance culture and stretches others beyond what they thought was possibleMotivates the organization through positive leadership style
Forecasting
Forecasting
Able to organize and marshal resources to drive profitabilityAdheres to relevant commercial and financial regulationAnticipates trends (social, economic, political, technological, and regulatory) that potentially impact the businessConstantly takes into account the longer term needs of the business and identifies risks and opportunities which will ariseDemonstrates broad and astute business senseRecognizes global trends in markets and their relevance for the businessTakes calculated risks in order to achieve significant business gains
Team Working
Team Working
Clearly communicates the contribution that individual teams make towards achieving corporate visionCreates a climate of trust and collaboration across the organizationDemonstrates commitment to team working by personal exampleEncourages input and advice from others on company strategyEncourages team members to use their divers skills to complement one anotherEncourages teamwork to resolve business problemsFocuses on team objective rather than personal agendaPromotes a team culture at all levels of the organizationUnderstands how teams work
Strategic Awareness
Strategic Awareness
Accurately anticipates emerging trends in the marketplace and associated customer expectationsBalances strategic vision against demands of immediate operatinoal challengesChooses and develops strategies that differentiate business from competitorsCreates and communicates an inspiring vision, which wins commitmentGenerates a clear vision for the future of the businessMakes sure that the business is driven by the needs of its customersTranslates the organization's vision into successful, new, strategic initiatives
Self Development
Self Development
Creates a broad pool of talent to meet future business needsDevelops successors by accurately assessing the strengths and weaknesses of others.Encourages people to develop themselves by taking responsible risksGoes out of the way to put self into new situations in order to learn and enhance his/her own skills. Is open about own personal development as an example to othersMakes sure that people have the support they need to realize their aspirationsMakes sure that people understand that their personal development goes hand in hand with the health of the business. Responds positively to feedback and acts upon it
Communication
Communication
Demonstrates understanding through active listening, which shows respect for views and perspectives different from ownEffectively lobbies key people and then uses them to support a positionEncourages and enables others to talk with openness and honestyHas excellent negotiating skillsIs able to creatively tailor communication in terms of both message and delivery to the audienceIs able to deliver a powerful message which motivates people at difficult timesMakes sure that there is a good two way flow of communication throughout the business
Adaptability
Adaptability
Able to cope effectively in situations where there is a large amount of incomplete, complex and/or ambiguous informationBalances conflicting agendasBalances drivers for change against potential constraintsCan switch easily between different jobs and situationsFinds ways of achieving change without provoking oppositionIs a source of strength in times of uncertaintyLooks for the opportunities that arise during times of changePrepares the organization to cope with continuous changes
Analytical Thinking
Analytical Thinking
Checks underlying evidence, data, and assumptions before drawing conclusionsIs able to take multiple pieces of complex information from multiple sources and make sense of themMakes sure all the business implications are properly researched and taken into account when considering plans or actionsSees behind what is going on to identify the dynamics of a situation, process or problemUnderstands when an analysis or argument is valid, relevant, and appropriate or notWilling to test the feasibility of a course of action before implementing it
See Other Available Models
See Other Available Models
Salesmanship
Excellent for sales teams across all industries.
Middle Managers
Cultivate the next generation of leaders, enhance retention .
Emotional Intelligence
Practicing empathy is key to gaining employee buy-in.
Team Leaders
Excellent for sales teams across all industries.
Sr. Professionals
Groom senior professionals to lead deliver greater impact.
Diversity/ Inclusion
Understand what makes people different.
Develop High-Performance Leaders & Drive Transformation
Develop High-Performance Leaders & Drive Transformation
Changing human behavior, developing High-Performance Leaders & Organizations, and forging a High IMPACT Culture is not an overnight event, but the payoff is massive. By implementing the 360 feedback model, here's what you can expect:
✅ Identify Reasons for Turnover
✅ Design Development plans
✅ Performance Improvement Plans
✅ Incorporate Models & Metrics
✅ Develop Engagement Initiatives
✅ Provide Communication Training
✅ Leadership Programs
✅ Identify Growth Opportunities
✅ Equip Leaders with Change Skills
✅ Develop Team-building Initiatives
✅ Provide Decision-Making Training
✅ Develop Wellness Programs
✅ Culture of Continuous Learning
✅ Culture of Truth & Transparency
✅ Capitalize on Enhanced Skillsets
Frequently Asked Questions
Frequently Asked Questions
FAQ 1: What is 360-degree feedback, and how does it differ from traditional performance reviews?
The 360 High-Performance Appraisal is a multi-perspective assessment where feedback is collected from peers, subordinates, superiors, and even external stakeholders. Unlike traditional performance reviews, which usually involve only a manager's perspective, 360-degree feedback offers a holistic view of leadership behaviors, strengths, and areas for development. It provides a broader and more accurate assessment, leading to more targeted growth strategies.
FAQ 2: How can I be assured of the confidentiality of the feedback I provide?
At Marq Neasman Consulting, Data security and confidentiality are paramount. Our process includes stringent measures to ensure the anonymity of feedback providers. Feedback is aggregated and presented in a way that prevents identification of individual responses. This fosters an environment of openness and encourages honest feedback without fear of consequences.
FAQ 3: Can I trust the validity of the feedback collected from various sources?
The 360 High-Performance Appraisal process is designed to gather diverse perspectives, enhancing the validity of the assessment. Our surveys are carefully crafted to ensure objective and actionable feedback. Certified High-Performance Leadership Experts guide the process to address any concerns and ensure the quality of collected data.
FAQ 4: What if the feedback I receive is negative or critical?
Even negative feedback offers valuable insights for growth. Our certified coaches interpret feedback in a constructive manner, focusing on improvement areas rather than criticism. We guide you through a strengths-based approach, helping you leverage existing talents while addressing areas that need development.
FAQ 5: How can the 360 High-Performance Appraisal help me improve my leadership skills?
The 360 High-Performance Appraisal provides a comprehensive view of your leadership style, highlighting both strengths and areas for growth. With this data, we collaboratively design personalized development plans, recommend workshops, mentorship, and coaching. This targeted approach accelerates your journey toward becoming a High-Performance Leader.
FAQ 6: How can 360-degree feedback contribute to better employee engagement?
When leaders actively seek feedback and work on improvement, it demonstrates a commitment to growth that resonates with their team. Addressing leadership challenges leads to better communication, a culture of accountability, and improved team dynamics. This, in turn, fosters higher employee engagement and a more motivated workforce.
FAQ 7: What happens after I receive feedback and create a development plan?
Our commitment extends beyond feedback interpretation. Our done-for-you service provides resources, mentorship, coaching, and workshops. We ensure your growth journey is supported and sustained, leading to lasting improvements in your leadership effectiveness.
FAQ 8: How does 360-degree feedback impact organizational success?
360-degree feedback is the main driver of leadership excellence, which in turn positively impacts the organization. High-Performance Leaders foster a culture of innovation, collaboration, and open communication. Improved decision-making, higher employee satisfaction, and enhanced productivity contribute to overall organizational success. People that work happy tend to work harder.
FAQ 9: Can the 360 High-Performance Appraisal help me prepare for leadership succession?
Absolutely. By identifying your strengths and areas for growth, 360-degree feedback process helps you prepare for higher leadership roles. It equips you with the skills, and self-awareness, needed to take on more responsibilities, making you an ideal candidate for succession planning.
FAQ 10: How can I convince my team that 360-degree feedback is beneficial?
Share the success stories of leaders who have benefited from the process. Highlight the transformational impact on their leadership effectiveness and the subsequent positive changes within their teams. Explain that 360-degree feedback promotes a culture of continuous improvement and professional growth for everyone involved.
FAQ 11: What sets the 360 High-Performance Appraisal apart from others?
It is the fact that we take total ownership of the leadership development cycle. Our process is holistic, from customization to ongoing support. We align assessments with organizational values, offer certified facilitators, provide detailed feedback reports, and guide you through implementation. Our commitment to ongoing growth ensures lasting positive change for you and your organization.
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