What is the Leadership 360 Matrix model based on?
What is its Research base?
How long does this training last(days)?
How much does each program cost and/or each person has to pay?
Is this appropriate for HR/ Recruitment Agencies?
Who are the Institute of Neuro-Semantics?
Who are your other clients?
Can you provide any references?
What is the smallest group size?
Is there anyway to benchmark the success/ change in the participants after going through this course?
How does the Leadership 360 appraisal work?
What is, roughly, the process of the Leadership 360?
How important is receiving the feedback in the Leadership 360 program?
How can the Leadership 360 fit our needs?
Do we have to implement the coaching sessions after the Leadership 360 results?
And what happens next?
In what way would the 360 be useful for our managers?
Managers, as with most people, want to be liked and are therefore often reluctant to confront their people about behavioural shortcomings at work. However, managers are likely to be more respected if they could provide constructive feedback as effectively as complimentary feedback. The growing trend in the use of external consultants as coaches reinforces survey results indicating that people highly value honest feedback – regardless of whether or not it is positive.
What is the Leadership 360 Matrix model based on?
Self Leadership International uses the methodology of Meta-Coaching™ that is grounded in the cognitive behavioural science of Neuro-Semantics.
What is its Research base?
Leadership 360 training draws on the Cognitive Sciences of Neuro-Linguistic Programming (NLP) and Neuro-Semantics (NS), and integrates them into cutting-edge coaching psychology. The training programs are rigorous, and qualifications internationally recognised.
How long does each training last(days)?
The program consists of the following:
One Day Leadership Training
All managers to receive Leadership 360 come to a one-day training, which includes:
Within 7 Days of the Workshop
CEO/HR to provide SLI with the list of Leadership 360-feedback contacts that have agreed to participate in the program: (Name; Company; Address; Phone; Email)
Within 14 Days of the Workshop
Once SLI has received each participant contact list, they will then email out the Leadership 360-feedback tool to all those on the list within 5-7 days.
Within 21 Days of the Workshop
Contacts will be given 7-14 days to fill out the Leadership 360-feedback tool and will be reminded by email on day 4. The number of days is determined by the number of reports that each person is required to fill out.
One Month after the Workshop
Once the data has been collated, a report will then be put together on each individual and the coaching program will then commence.
6-10 coaching sessions
The coaching program can take between three to six months to complete. The timetable will be designed with you.
How much does each program cost and/or each person has to pay?
The end cost of the program is determined by the total number of participants and the total number of coaching sessions required.
Is this appropriate for HR/ Recruitment Agencies?
Yes, this program can be tailored to fit any industry. This can help HR / Recruitment agencies and their consultants to coach their clients to ensure a better fit within prospective organizations.
Who are the Institute of Neuro-Semantics?
In 2001, Dr. Michael Hall and Michelle Duval, co-developed the cutting-edge Coach Certification training Meta-Coaching, bringing together all the very best from the cognitive-behavioral science fields of Neuro Semantics (NS), Neuro-Linguistic Programming (NLP), and from the field of Coaching, under the auspices of the ISNS. For more information on the Institute of Neuro-Semantics, please visit www.neurosemantics.com.
Who are some of your other clients
Singapore Airlines, Sentosa Island, HSBC, Fuji Xerox are some of our many clients here in Singapore and Malaysia.
Can you provide any references?
Yes, we can provide references upon request.
What is the smallest group size?
A typical manager group size to do the Leadership 360 efficiently would be a 6 to 20 managers group. If the size falls below this number, it essentially becomes a One-to-One Coaching Program
Is there any way to benchmark the success/ change in the participants after going through this course?
Yes, through our Leadership 360 you would be able to see the difference between the before and after, and we would be happy to link the Leadership 360 to your existing KPI (Key Performance Indicators)
How does the Leadership 360 appraisal work?
There are 14 competencies and 42 sub-competencies. Each sub-competency is a question on the 360 Questionaire. Each sub-competency is rated on the following 5-point scale. (unacceptable;below expectations;standard;good;excellent.) Questions can be adjusted according to your needs.
What is, roughly, the process of the Leadership 360
- An email explaining the process and allaying any expected concerns to be sent to the recipients
- HR department to identify feedback providers and contact them explaining the process
- The Leadership 360 instrument to be sent out by SLI with an agreed timeline
- Results received and collated by SLI
- A report of the results provided to the recipients
- Coachees have a feedback session with the coach
How important is receiving the feedback in the Leadership 360 program
Feedback from such an instrument will provide valuable input to the coaching process. It will enable the coach to give the coachee feedback on what they are doing well and to focus on areas that require improvement.
The coach has an important role to play because some of the feedback received may result in initial shock, denial or even anger. Once the coachee works through these reactions with the coach, there can then be an acceptance of these perceptions followed by a willingness to identify and implement improvement plans.
How can the Leadership 360 fit our needs?
A customised Leadership 360–feedback tool can be developed by Self Leadership International and will be based on your specific values, terminology and culture. Other competencies and behaviours crucial to a leader’s success, such as communication, teamwork and interpersonal skills will also be incorporated into the Leadership 360 survey.
Do we have to implement the coaching sessions after the Leadership 360 results?
One of the most valuable aspects of a coaching initiative is the opportunity for the coachee to meet with the coach on a regular basis to discuss the effectiveness of the action plans as part of the process of managing rater perceptions. The scope and extent of the coaching assistance can vary. It is typically a monthly session of one-hour duration but more frequent sessions interspersed with regular telephone discussions are not uncommon. It is suggested that this program be initially run for six months.
And what happens next?
The effectiveness of the coachee’s developmental action plans should be followed up on a regular basis in order to assess whether rater perceptions have changed. This may be achieved through the conduct of a further Leadership 360 survey where changes can be quantified, or through a mini-survey or follow up interviews with the raters. Unless there is a link between rater perceptions, before and after the coaching intervention, the benefits of the process and, more importantly, the perceptions of change in the coachee’s work behaviour, cannot be determined. Any implications for team development and leadership effectiveness can also be identified through a follow up process.