Organisational performance is often down to the leaders' ability to tune into and engage effectively with their teams. Leaders work within systems, i.e. groups of people each with their own values, motives, characters, etc. It is important therefore to take a snapshot in time of how others perceive them so that they can hone their leadership, communication and influencing skills. It has been proven that the top 20% of leaders obtain 40% better results in terms of customer satisfaction and reduced turnover (see below- Zenger & Folkman).
Unlike other 360 feedback reports the Q-OPD 360 identifies a leader's strengths, gaps and the degree of change required to make a difference in others' perceptions. Such 360 feedback used in coaching has many uses including:
- Enabling career progression by accurately identifying strengths as well as gaps in their skill set
- Engaging participants as they feel they are not wasting their time and effort on irrelevant development activities
- Creating accountability – leaders know that their behavioural change will be noticed and tracked using the Q-OPD pre- and post-360 feedback reports
- Showing a return on investment for the coaching process by providing measurable results following coaching.