Leadership Navigator® for Senior Executives helps company manage shift in business strategy
Corporate Leader assessment lets executives focus on results,
not administration
3D Group connects Retail Managers with sales success
360 Degree Feedback drives real change for Individual Contributors
Executive Directors improve openness and communication with feedback
Leadership Navigator®
for Senior Executives helps a company manage a shift
in business strategy
Challenge: The Compensation & Benefits Committee for an insurance firm's board of directors needed to decide whether or not to renew the CEO’s contract. The CEO had been highly successful in leading the company to record profits through several mergers and acquisitions over a long tenure. Although the financial performance of the firm was unquestioned, the board wanted an objective assessment of the CEO’s management skills.
Solution: Using its 360 Degree Feedback for Senior Executives process, 3D Group interviewed all of the CEO’s direct reports, the entire board, and the CEO himself about his performance. In addition, standardized surveys focusing on a core set of 12 management competencies were sent to each of the interviewees and to six external vendors who worked closely with the CEO. Using these varied sources of data, a 3D Group consultant developed a thorough analysis of the CEO’s strengths and development needs and presented it in written form to both the committee and the CEO himself.
Results: The board and the CEO both came to the realization that although the CEO had advanced the company to a new level financially, a new CEO with a different skill set was required to consolidate the acquisitions the company had made. A transitional CEO was appointed. The board and CEO worked together to develop a one-year plan that enabled the CEO to work as a consultant to the transitional leader.
Corporate Leader assessment lets executives focus on results,
not administration
Challenge: The Vice President of Human Resources for a medium-sized US company wished to provide his leadership team with 360 Degree Feedback, but lacked the time and resources to design, manage, and follow-up on a custom-tailored process.
Solution: 3D Group’s "turnkey" approach and quick start up of their Leadership Navigator® for Corporate Leaders allowed the CEO and other senior officers to complete the 360 Degree Feedback process immediately. The VP of Human Resources simply filled in a participant template provided by 3D Group. The 360 Degree Feedback team at 3D Group distributed surveys; processed the data; monitored progress in the program; and generated and emailed each personalized feedback report. Following this successful program, the company's leaders who were one step below the executive level also participated in the 360 Degree Feedback process.
Results: The top 30 leaders in the organization received 360 Degree Feedback, coaching, and development planning over a six-month period. 3D Group’s management of the process has allowed the VP of Human Resources to focus on coaching, development, and succession planning rather than on the administration and technical details of the program.
3D Group connects Retail Managers with sales success
Challenge: A large discount retail chain sought to implement a 360 Degree Feedback process to provide their managers with feedback on skills related to top- and bottom-line results. In addition, the content of the survey needed to be comprehensive enough to allow for productive coaching and development planning sessions.
Solution: In collaboration with the IT and Human Resources Departments, 3D Group implemented an efficient and user-friendly 360 Degree Feedback process for store leaders worldwide. The clear, behavioral, and observable survey questions covered a wide variety of relevant retail leader skills, including communication, organizing, customer service, and teamwork. Each store manager’s direct reports, supervisor, and peers were able to complete the survey on paper or via the Internet.
Results: Retail managers who fell into the top half of performance on the Leadership Navigator® chalked up almost $5 million in sales more than those scoring in the bottom half. In other words, ratings by colleagues of a store manager's skills were indicative of the financial performance of that manager's store. The results demonstrated that a store manager's individual performance has a direct effect on corporate profits. :: Learn more
360 Degree Feedback drives real change for Individual Contributors
Challenge: A large financial services institution sought to make 360 Degree Feedback available to all non-management employees for development purposes. The organization had a long-standing history of trait-based 360 Degree Feedback among managers, but felt that a competency-based solution would be more appropriate for individual contributors. The HR leadership was particularly interested in giving non-management employees the tools to take charge of their own development.
Solution: 3D Group implemented its competency-based Leadership Navigator® for Individual Contributors. Because of the variety of jobs surveyed and lack of Internet access across all positions, the surveys and reports were distributed in paper format. 3D Group facilitators delivered feedback reports directly to participants in workshops designed to help them set goals for development based on their results.
Results: Approximately half of the feedback recipients were randomly selected for a follow-up phone survey two months after receiving their feedback. The survey assessed development planning, development activities and actual changes in workplace behavior resulting from participation in the 360-degree feedback process.
- 79% of participants used their feedback to change their workplace behavior.
- 86% of participants used their feedback to create a development plan.
- 91% of participants would recommend the process to other employees.
Executive Directors improve openness and communication with feedback
Challenge: The board and the Executive Director of a nonprofit education organization wanted a mechanism for the ED to receive performance feedback. The ED, who had a long tenure with the organization, had received only informal feedback from the board during annual reviews. In addition, the ED had never received any systematic staff feedback.
Solution: 3D Group implemented its Leadership Navigator® for Executive Directors (ED360). Surveys were completed by all board members, the ED, the ED’s direct reports and other staff members. The process gave both staff and board members a way to provide feedback that was constructive and job-relevant. The feedback report containing both open-ended comments and scored results was delivered with a comprehensive interpretation guide. A 3D Group Executive Coach worked with the ED in two one-hour sessions focused on setting development goals based on the feedback. With permission from the ED, 3D Group also worked with the board of directors to incorporate development goals into the ED's annual review.
Results: The Executive Director, the board and the staff all felt that this new approach to providing feedback was beneficial. Specifically, all three groups cited improved communication and openness between the ED, board and staff. The ED felt that the feedback he received helped him to discover issues he was unaware of with the board and staff and to address them constructively. The staff particularly appreciated the opportunity to provide anonymous feedback, as they had been uncomfortable providing feedback in the past.
