What Others Are Saying
I have worked with many consultants throughout my career, and none have shown the genuine concern and invested the time you have to ensure that the tools you develop have long term value. Your team has put forth extraordinary efforts to ensure various levels of employee's involved understand the agreed upon vision and the commitment it will take.
Jocelyn Gipson, Director of Training, GP Naheola
360-MAT: The First Steps 3600 Manager Assessment Tool
Effective managers are the catalyst for an engaged, productive workforce. Effective managers are strong in three main areas:
- Character: these managers display honesty and integrity;
they are trustworthy and guard confidences; they have a strong
personal work ethic and the ability to manage themselves and their
own work output; they are positive in their outlook and are viewed
as friendly and fair; they are flexible, willing and able to adjust
their approaches according to the situation; and they are personally
focused on improvement. They have a strong personal core.
- Vision: strong managers know their organization's highest
priorities and understand their department's role in achieving those
priorities; with input from others, they develop appropriate
department goals and effective plans to achieve those goals within
time and budget constraints; they are personally committed to
achieving those goals: they lead by example and gain buy-in from
their team for the achievement of the desired outcomes.
- Skills: effective managers have developed the leadership skills necessary for fostering responsible, self-directed employees who partner with management to achieve outstanding results. They listen closely; communicate effectively; make rational decisions in a timely fashion; lead productive meetings; and manage conflict. They are effective delegators, giving the right task or project to the right person; they provide regular and timely feedback on employee performance, praising those who meet or exceed expectations and coaching those whose performance needs improvement. They know their employees and actively work to develop and prepare them for additional responsibilities.
Taken together, management strength in these three areas answers the three fundamental questions that each employee brings to the work environment:
- Can I trust you?
- Are you committed to excellence?
- Do you care about me and my work?
Your managers' answers to these questions, exhibited not through their intentions but through their day-to-day behaviors will have a tremendous impact on the morale and productivity of your employees.
The Tool
The 360-MAT was designed to measure manager effectiveness across these three areas. Available only online, it contains 97 items total, of which 81 are required. All required items are given in multiple choice format; for each given competency, respondents are asked to choose how effectively and consistently this manager displays that competency. Two examples:
#8. Takes responsibility for actions; admits mistakes and apologizes.#77. Keeps others informed on important matters.
0 - Not Applicable/Don't Know 1 - Needs Significant Improvement 2 - Progressing; Could Benefit from Further Developmentt 3 - Proficient, Capable and Effective 4 - Exemplary; A Role Model
0 - Not Applicable/Don't Know 1 - Needs Significant Improvement 2 - Progressing; Could Benefit from Further Development 3 - Proficient, Capable and Effective 4 - Exemplary; A Role Model
For a complete list of the survey items, click here.
The Process
- The client purchases the 360-MAT (one per person receiving the feedback)
through our site (see below); we set up a password-protected
area on our server designated for your use.
- The manager receiving the feedback selects at least five
respondents (their direct supervisor, two peers, and three of the
employees who they supervise) plus him or herself to complete the tool and provide
feedback. S/he then emails us the name and email address
of each respondent.
- We send each respondent directions and login information via
email.
- Each respondent (as well as the manager receiving the feedback) completes the tool individually from any
Internet-connected computer.
- We compile the results, generate the reports, and email these to
the
manager along with an interpretation guide and Development Plan
template. For
sample results, click here.
- [Optional Coaching Session] We then schedule a time to speak by phone in which we discuss the results with the manager and assist him or her to generate their Individual Development Plan.
