3 Myths About 360s

dreamstime_xs_43030598Research confirms that leadership skills positively influence sales, net income, turnover and employee engagement.

So how can you ensure that your leaders have the competencies and skills they need to drive results? By implementing a 360-degree feedback process for all your leaders. For almost 20 years, our firm has been designing and implementing 360-degree feedback tools for a diverse group of clients throughout North America. We’ve discovered that despite the popularity of 360s, there are three myths.

Myth #1: One size fits all.

Organizations are unique in terms of strategy, direction and competency models. 360 tools need to be customized to reflect these and uncover the challenges or roadblocks. Is change leadership important, given shifts in the market place and your new priorities? Do you want to improve employee engagement, through improved coaching and mentoring? Or is your goal to break down silos through enhanced collaboration and teamwork?

Myth #2: We won’t get great response rates.

Our clients have achieved anywhere from an 85-99% percent rate from the C-Suite to individual contributors. The key to high participation rates is to ensure that leaders understand the why, what, how and when. Communicate the reasons to have 360s in an interactive group session, so that questions and concerns can be voiced. Emphasize confidentiality and anonymity. Communicate your commitment throughout the entire process.

 Myth #3: A 30-minute debrief is enough to create behavioural change.

Absolutely not! Leaders require an opportunity to read and reread their report on their own, with guidelines. Then they need a 1-2 hour debrief with an experienced, skilled coach followed by at least one coaching session to create a leadership development plan. The plan should define goals, activities, resources and timelines and be supported by the individual’s leader.

If you would like to discuss a 360-degree tool for your organization, please contact us at 905-990-2515 or email jhill@coreconsultinginc.ca. We look after every detail in the entire process, from customizing the web-based 360-degree survey, to administering the survey, to responding to questions and to compiling a detailed report for the leader and coach. Our team of highly experienced, skilled coaches will conduct insightful coaching debriefs with your leaders and collaborate with them to develop impactful leadership development plans.

CORE Wins Two 2017 Readers’ Choice Awards for Training and Management Development



We are thrilled to announce that CORE Consulting Inc. has been voted by the HR Reporter’s readers as a 2017 winner in two categories:

  • Best Leadership & Team Development Training
  • Management/Executive Development

The HR Reporter received over 32,000 votes so this is an awesome testimonial from you, our loyal clients. Thank you for your on-going support!

In 2016, we were also voted one of the top three firms in the category Assessment Service Providers, so this year’s awards make us a three-time winner!

I would be delighted to speak with you about any aspect of leadership development, including our latest training workshops. Please contact me, Joan Hill, at jhill@coreconsultinginc.ca or (905)990-2515.

In the meantime, thanks so much for your continued support of CORE!

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Great Facilitators – 5 Key Differences

Business people listening to speaker and smilingA “newbie” HR person called me in a panic last week. Without any prior experience, Suzanne had been asked to facilitate a series of leadership development workshops. She anxiously asked me for some insights about what makes a great facilitator.

Great facilitators create an inspiring, encouraging learning environment where learners are engaged, ask provocative questions and make perceptive connections to their workplace.

From my own experience coaching facilitators and trainers in dozens of organizations, here’s what I’ve learned.

All facilitators must be able to:

  • Present models and concepts clearly and concisely
  • Ask challenging questions to facilitate discussions
  • Use an appropriate pace for the needs of the group
  • Draw on learners’ experiences and knowledge to make connections
  • Ensure there are plenty of opportunities to practice the skills being taught

What makes a facilitator great? 5 Key Differences. They:

  1. Have personal experience and deep knowledge in the subject matter, e.g. coaching skills, presentation skills, motivating a team, etc.
  2. Demonstrate knowledge of the organization and the learners’ roles
  3. Use stimulating, relevant story-telling, anecdotes and examples
  4. Make effective bridges and transitions between concepts
  5. Adapt to learners’ needs and learning styles

The next time you have an opportunity to observe a facilitator, ask yourself: Are the learners engaged? Using this blog as a checklist, what contributed or detracted from the learners’ experience?

If you would like a free copy of our complete Train-the-Trainer Checklist, or would like to learn more about our train-the-trainer services, please contact me, Joan Hill. Thank you!


The Secret Sauce That Will Help You Leverage Your Potential

In my first coaching conversation with a client, I ask: “Do you have a mentor, or someone you turn to for advice”? Because… Mentoring is the secret sauce that helps people realize their full potential. Although some people find mentors by accident, many don’t know how to find a mentor.

How to Find a Mentor…

  1. Develop a profile of your ideal mentor: their knowledge, skills, experience, achievements. What impresses you about them? What do they have that you want?
  2. Approach the individual who best fits your ideal profile. Rather than telling them you are looking for a mentor, take a softer approach such as, “From time to time I’m looking for someone to give me some advice about my career and I value your expertise. Would you be willing to meet with me for 30 minutes in the next few weeks?
  3. Share what you would like to learn and their related experience.
  4. Define your expectations about how frequently you want to meet.
  5. Request a second meeting. If they are reluctant, move on to other potential mentors.

If you are interested in learning about mentoring or CORE’s other leadership development services, please contact me, Joan Hill, at (905) 990-2515 or jhill@coreconsultinginc.ca

You can also visit our website at www.coreconsultinginc.ca

How “Interesting” is Your Personality Assessment?

Recently I’ve been researching personality assessments for clients who are looking for something more substantive than tools they’ve used in the past.

After narrowing the list, I tested several, curious to see how they compared with my self-knowledge and other assessments I work with.

A new tool, the Work Personality Index® intrigued me. It measures 21 traits including two that are so important in today’s work place: Dealing With and Managing Stress and Identifying and Managing Change. It also outlines recommendations that help enhance job fit and career satisfaction.

What were my results? During the debrief, I asked the coach what he thought about my report, given that he works with a huge number of coaches and consultants. His response: “interesting.” When I pointed out that that was the term my mother used to tactfully describe something that she didn’t like, (such as my new coif), he laughed and then volunteered that my report was “unusual.”

The good news: my profile is an ideal fit with my work, interests and preferences.

My high scores: Energy, Innovation, Initiative and Flexibility.

My low scores: Rule-Following and Democratic.

No wonder I’ve been happy helping clients learn, grow and develop in ways they never thought possible.

If you’re keen to try out this tool, please call or email me. We have a limited supply of complimentary assessments available this month.

In the meantime, thanks for giving me opportunities to create, challenge and break some rules!