We talk about flexibility throughout this web site. That’s because we mean it. Our response to your enquiry is never ‘This is how we do things around here’. It’s always ‘What are you trying to do and how can we help you achieve it.’

360 needs to be customised, tailorable, trainable. Our online system enables this.

Sometimes, of course, you want an already proven, off-the-shelf 360 survey or one that you or your client has specifically developed but now needs to be web-enabled.

If you’re looking for a tool that has already been developed and simply want to run this – and yet still using the flexibility of the online assessment system – you can choose from our 360 questionnaires designed for use with Managers, Leaders or for those not yet in a management position.

If your client already has created a 360 survey, we can help by web and mobile-enabling this across our secure and reliable platform.

We can validate the survey to ensure it really does do what you think it does by mapping it to a validated framework.

But let’s be honest. Other people can do this. What’s different about us apart from the fact that our tools and technology are great?

Experience teaches us that process is supreme. Low completion rates ruin the exercise. This devil is in the dirty detail. For that reason we’ve developed a 360 Portal which simplifies the whole process for the end user and test taker. You can manage the online system, your client or outsourced to our professional project managers.

Data and IT security are 360 requirements – not added extras. We won’t blind you with science – unless you insist – we know about surveys and we know about IT security. We take the load off you.

Of course, if you want us to develop a questionnaire for you and your client from scratch, our experienced consultants can help with that.

Leaders create the environment within which organisations win awards or crash and burn. Leadership development is a hugely challenging consultancy job – it stretches you personally and professionally. It can be hugely rewarding or result in long evening drives gnawing away at why it didn’t work as you wanted.

You start by getting leadership teams to look at themselves – something they often don’t do a lot. We suggest the best way to do this is through a combination of high quality thought-provoking psychometrics and a 360 survey – so they really see what others think of them.

We’d recommend that you consider combining personality/motivation assessment with measures of reasoning and critical thinking. Indeed, you may simply want to use our Talent in a Box for Development – a selection of what we feel to be the best mix of assessments to get a broad set of information.

To provide an insight into how others see them, we’d suggest you use our off-the-shelf 360 tool – Leadership 360 – although of course we can web-enable your client’s 360 survey should they already have one.

Should 360 surveys only be used for development? No! That’s purist talk. Time and time again we are asked – and we see the need – to incorporate a 360 questionnaire into a performance process. Because it helps get clients where they want to be.

Well-defined behavioural and technical competency frameworks are the foundations of performance review; they make it planned and proactive.

Such a framework allows the company to state and an individual to understand what is required by any job. It provides a language to discuss that requirement. Once someone understands these behaviours (not to mention how their reports, peers, manager and others perceive them) development plans can be built and progress reviewed without destructive emotions*.

We can support you through the use of our off-the-shelf 360 questionnaires for Managers, Non-managers and Leaders. Of course we can also web-enable your client’s current 360 questionnaire should they have one.

*though constructive emotion can help here. Work is emotional. People need to internalise and really believe their performance goals.

What’s needed here is some more detail – some detail to understand where the strengths and the weaknesses of the team lie and how then to develop this into a performing team.

Psychometrics will help in this situation. And using the Orpheus personality questionnaire we have a unique team report that identifies what each individual’s impact on the team is – and this can be a great starting point to understanding what is happening within the team.

You may want to then look further – and what is motivating each of the team members – not the external motivators but the internal, intrinsic aspects.

When a client realises there is a problem with performance and wants to introduce a way to manage the improvement, they want quick results – and so they call on you.

No worries – we have a number of core skills training courses which are off-the-shelf, ready-to-use and will do just the job. One of these is a performance training course. Perfect.

And of course other development areas can be covered off from this range of core modules too: dip into them as you wish.

If you’re looking to evaluate any training event that you may facilitate for your client, perhaps you want to take a look at how we can support the evaluation of the training course.