Objective, developmental feedback

Oh wad some power the Giftie gie us
To see oursels as ithers see us!
It wad frae monie a blunder free us
An’ foolish notion
(Robert Burns)

We all have blind spots, and these can hurt us, our performance, our business, and the people around us. Sometimes we underestimate how good we are at things and waste time needlessly worrying, or develop ourselves in areas that are already strong. We can also fail to recognise, and capitalize on, our natural strengths, or struggle with low confidence.

Structured feedback on our personal style and performance allows us to see ourselves as others see us. It helps us understand the impact that our behaviours have on others and how this is helping or hindering our ability to get the best from them. It helps us identify strengths, including positive qualities that we didn’t see. This helps build confidence, allows us to play to our strengths and benefit fully from them.

Structured feedback also helps us face reality when we hold views about our approach and impact that are not supported by the people we work with. This can be a sobering experience but encourages us to reflect, revaluate, and perhaps reinvent ourselves, to avoid potential career cul-de-sacs or derailment.

Investing in people in this way, helps us target time and resources on development that will have a real impact, saving valuable time and money.

We can help people get a full and clear understanding into their personal style, motivations, strengths, and development areas through the application of a range of professional assessment tools including:

• 360 degree performance reviews
• Thomas International Personal Profiling (DISC)
• Hay Group Emotional Competence Inventory (ECI)
• Hogan Development Suite
  
  • Hogan Development Survey (HDS) – Identifies development areas to manage the ‘dark side’ characteristics that could potentially limit managers effectiveness or cause derailment.
  • Motivation, values and preferences inventory (MVPI) – Identifies a person’s broad motivations, values and preferences and allows compatibility with current or future roles to be assessed.
  • Personality assessment (HPI) – Based on the Five Factor model, identifies the ‘bright side’ characteristics that predict success in workplace social interaction.
    
    These are four essential tools for businesses truly committed to excellence in leadership and management.