360 Leadership Profiles

Marian Rosefield is certified and licensed to deliver QOPD’s 360 Degree Feedback Products

 

Features & Benefits

• Unique – captures separate ratings for both the current level of behaviour displayed by the appraisee and the level expected of them by their different raters. This ‘gap analysis’ is unique to Q-OPD’s report and enables individuals to pinpoint their strengths, development areas and the degree of change required.
• Wide range of Questionnaires – cover the needs of different grades and types of appraisee ensuring that the skills, behaviours and attitudes being measured are relevant.
• Customised 360s – tailoring your competencies to the needs of your organisation’s strategy ensures that staff are displaying key behaviours and attitudes. Customisation also supports associated development programmes by providing pre- and post development measures thereby underpinning the material being taught.
• Web-based data collection – questionnaires can be accessed and completed on-line from any geographical location, 24/7 providing you with the convenience of adding your feedback at a time and place suitable to you.
• Leading edge technology – Q-OPD International’s online platform is user-friendly and easy for delegates to use allowing you to concentrate on the critical areas of 360, i.e. the actual feedback and performance improvement.
• Experience – choosing Q-OPD is tapping into 15 years of successful 360 Feedback research, design and delivery experience they have gained across a very wide range of organisations and their requirements ensuring that your needs are entrusted to a ‘safe pair of hands’.
• Confidential & Secure – the multiple secure servers that drive our technical service are hosted by a tier one data centre provider, and located in a secure internet data centre in London Docklands and provide protection against hardware or software failure.

Range of 360’s

• The Leadership Skills Survey (LSS) :used for Board Level and Senior Managers with a strategic remit.
• The Managerial Effectiveness Survey (MES) – used for Managers (junior to senior) who have a more tactical or supervisory role within the organisation.
• The Individual Contributor Survey (ICS) – for individuals at any level who do not have a supervisory or management role.
• Leading & Managing Survey (LMS) – used by middle to senior level managers who have both a strategic and supervisory role.
• Developing Others Survey (DOS) – used to assess specific coaching and development skills
• Measuring Change 360 Survey (MCS) – for when repeat, 360 feedback is required across all competencies and their associated behaviours. It would normally be run nine months after the initial 360 and can be used to confirm individual progress against development objectives and can yield valuable ROI and other outcome data.
• Group 360 Survey – a collective report using the data from a number of individual participant’s 360 reports to identify patterns and trends at the level of competencies and behaviours and also training needs at a team, division or organisational level.
• Strengths & Gap finder 360 and Measuring Change 360.