Category: Assessments

3 Myths About 360s

Research 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 whywhat, 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 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.

Are You “Career Smart”?

A recent coaching client described his devastation when his boss advised him that “his services were no longer required”. To all appearances, he was on a trajectory to success. He had an engineering degree coupled with an MBA and five years of progressively more senior roles in a fast growing industry. As “Michael” listened to the HR rep describe his severance package, he felt numb. He wondered how things could have gone so awry. After all, his recent 360° report validated his leadership capability. As Michael drove away with five years of his life in a banker’s box, it hit him: “I kept my head down for five years and didn’t even think about my career. I thought it would just take care of itself.” In that moment Michael learned the importance of being “Career Smart”.

Are you Career Smart?

Answer these 7 questions, “yes” or “no”:

  1. Can you clearly articulate your transferable strengths and skills?
  2. Is there congruency between what you value most and how you actually spend your time?
  3. Do you know what engages you and what demotivates you at work?
  4. Do you have a career plan that is a roadmap for success?
  5. Do you know how the shifting work place will impact you over the next five years?
  6. Are you agile in adapting to organizational change?
  7. Do you have a learning plan that supports your longer term career plan?

Being Career Smart encompasses becoming highly self-aware, getting constructive feedback, adopting a curious mind-set, setting goals and being results-oriented. It also involves finding a fit between available opportunities and your skills, motivators, values.

If you responded “yes” to all seven questions, congratulations! You are Career Smart. Keep up the good work! Six or less is an opportunity. Don’t wait for others to open doors. Look at your “no” responses, develop an action plan to address each one and create a solid platform for your career and personal success!

CORE offers confidential, 1:1 career coaching from a team of highly experienced, knowledgeable, ICF-certified coaches.

Are You a Perfectionist? Change that Habit!

It used to be that when job applicants were asked to name 3 strengths, the response “I’m a perfectionist” was seen as desirable. Not anymore.

Because in this frenzied world where managing complexity is the norm, perfectionists often:

  • Slow down completion of assignments
  • Set unrealistic goals
  • Have difficulty delegating
  • Berate themselves or others when they make mistakes

If you are a perfectionist, ask yourself 4 questions:

  1. In a 24/7 world, is an excellent piece of work better late than good work on time?
  2. What is the worst thing that would happen if you make an error?
  3. How many times in a day do you witness other people making mistakes and how serious were the consequences?
  4. What is the cost of reviewing your work multiple times (e.g. time, money, stress, work-life imbalance)?

Striving to be perfect in all aspects of your life fosters self-doubt and personal disappointment.
And as a leader, creating unrealistic expectations for others creates anxiety and disengagement.

3 strategies that will help:

  1. Be aware of your perfectionism and try to break the habit.
  2. Ask yourself about the task at hand: is “very good” good enough?
  3. View constructive feedback you’re given not as a sign of failure but as a learning opportunity.

Prepping for Performance Reviews – 7 Derailers

What’s your experience with performance reviews? Positive and constructive? Or frustrating and stressful?

In our 20+ years of performance management consulting, we’ve learned that whether you’re the appraiser or appraisee, there are seven derailers that you need to avoid:

    1. Assessments based on assumptions and generalizations, not fact
    2. No input from the appraisee
    3. Focusing on only good or bad news
    4. No action plans developed
    5. Vague, general business objectives and development goals
    6. Old issues stored up for the annual review
    7. No follow-up after the face-to-face conversation

Turn the annual event into a productive, meaningful event and pave the way for enhanced personal and business results in 2014.

5 Reasons to have 360° Reviews

Our recent survey of HR professionals reveals that persuading leaders to implement 360° evaluations can be challenging.  Why the pushback? Leaders cite negative repercussions for respondents, defensiveness/anger about feedback and time involved. All of these can be addressed effectively in how the survey is designed, communicated and administered.

If your role involves building the case for 360s, job #1 is to communicate the “why”: the benefits of engaging in this process.

5 Reasons to have a 360° Reviews:

  1. We need to understand how our behaviours affect others.
  2. 360s provide a solid basis for establishing our leadership development plans.
  3. Using key organizational competencies ensures that development plans are aligned with our organization’s strategy and direction.
  4. 360s provide career resilience.
  5. Feedback improves motivation and results.

CORE offers both electronic and interview-based 360° evaluations as well as professional coaching to leverage the results. Contact us for a sample report and for a cost-effective quotation.


Can Your Team Improve?

Try Our Team Effectiveness Survey

Want to improve your team’s performance? First determine your team’s strengths and development opportunities. Then generate a conversation with your team about the results and do some action planning.

Our Team Effectiveness Survey assesses 5 key characteristics of high performing teams:

  1. At the centre of our 5-D Model for Team Effectiveness is Trust and Respect. Trust and Respect exist when every team member’s contribution is valued and you have confidence in each other’s intent.
  2. Teams that are Results Focused have a clear vision of the future and what they want to achieve. Your entire team has challenging goals aligned with your strategic plan and the organization’s direction.
  3. When your team has effective Interpersonal Communications, they openly share ideas, information and perspectives. They give each other feedback in a timely, constructive manner.
  4. Team Processes refers to specific processes and models that your team uses to communicate, solve problems, make decisions, share information and resolve conflict.
  5. When members fully support team goals and decisions and are accountable for team results, your team has Commitment.

Keen to learn how your team is doing? Our electronic survey will give you an instant snapshot of your team’s effectiveness. It takes approximately 10 minutes to complete the confidential survey. We then summarize the data for easy analysis and action planning. Your team can then discuss the results (using our leader’s guide) or we can facilitate a dynamic, interactive session for you.

Our Team Effectiveness Survey has provided amazing insights to organizations such as pharmaceutical, hospitality, property management, not for profit, retail and mining. For more information including costs, please contact:

Joan Hill directly at or (905) 990-2515.

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!