Yesbox 360 ° analysis
develops leadership
A 360° leadership analysis develops
Yesbox 360° leadership analysis provides effective feedback from both employees, colleagues, superiors and not least in comparison with the leader's own self assessment. The analysis increases the leader's self-awareness by revealing areas of improvement which we are often not aware of. In the feedback, the leader can create a development plan and focus on specific areas that develop leadership.
The process also encourages the leader to take responsibility for their development and understand their strengths. This leads to a more proactive approach both personally and professionally. Promotes the development of both the group and the leader.
Yesbox 360° leadership analysis is an easy-to-use model that creates conditions for social security, commitment and performance. The questions are based on Yesbox STARS model, the "communicative leadership" (Mittuniversitetet) and that employees and leaders want to develop a so-called "growth mindset". The analysis is based on strengths and areas of development in a relative comparison, so-called positive psychology
Why 360° leadership analysis?
1. Provides effective feedback:
A 360° leadership analysis collects feedback from multiple sources, including self-assessment. This provides an overall picture of the person's strengths and areas for improvement.
2. Increases self-awareness:
A leader may have an idea of his own strengths and weaknesses, but a 360-degree analysis can reveal areas for improvement that the leader was not aware of. This increased self-awareness often leads to personal development.
3. Facilitates leadership development:
The feedback from a 360-degree analysis can be used to create a development plan that focuses on specific areas of improvement. This can lead to more effective development and faster improvement of leadership. But it can be both challenging and exciting to experience what colleagues, managers and employees perceive. The goal is the development of both the group and the individual.
4. Encourages accountability:
The process of a 360-degree analysis encourages leaders to take responsibility for their development and be accountable for their performance. This can lead to a more proactive approach both personally and professionally.
Overall, a 360-degree analysis of a leader can provide valuable insights and feedback that can be used to improve and increase effectiveness in the role.
A good prerequisite is curious leaders who want to know how others view their own leadership and employeeship.
Which areas measure Yesbox 360 degree analysis?
- We ask questions about social security and the conditions for commitment and achievement
- An index measures STARS - ie status, security, autonomy, relationships and clear rules of the game are developed.
- We complement with goals, cooperation and communication. The questions are also based on the "Communicative leadership" (Mid Sweden University).
- The goal is for both employees and managers to develop growth mindsets (development interests).
Three areas are in focus (9 questions per area).
Why is Yesbox
360° leadership analysis different?
Our brain is fundamentally social. We spend a significant amount of our time reflecting on our place in the group and how we interact with others. This social dynamic directly affects our performance and how we deal with challenges.
Social threats affect us: We react strongly to social threats, and these reactions can have significant consequences for our work performance. Understanding and managing these dynamics is critical to creating a healthy and productive work environment.
Encourage different perspectives: Individuals and groups flourish when we dare to highlight and discuss different opinions and prejudices. A 360 degree analysis provides a comprehensive and nuanced picture of the individual's performance and how they interact with others in the organization.
Positive dialogue for development: Creating a dialogue that focuses on both the positive and the developable is the key to individual and collective success. By emphasizing strengths and identifying areas for improvement, we create an environment that fosters continuous growth.
Based on neuro-leadership research: Our methodology for 360 degree analysis is based on the latest research in neuroleadership. By integrating insights from neuroscience into our analysis, we provide a deeper understanding of how individuals and teams work and how they can develop.
The central role of the middle manager: In today's complex work environment is the middle managers more decisive than ever. They play a central role in bridging communication gaps, creating positive work cultures and driving organizational progress. Our 360 degree analysis is designed to support the development of middle managers and consolidate their key position in the organization.
By embracing a 360 degree analysis, we create a foundation for a dynamic and successful workplace where every individual and every leader can flourish and contribute to the overall success of the organization.
This is how the 360 degree leadership analysis works
In a 360 ° conductor analysis the leader's self-image is compared to other groups:
- My own opinion
- Immediate supervisor
- colleagues
- Our team
What others say about 360-degree analysis of managers Linus
Examples of graphs used in the analysis:
The leadership analysis provides
- Positive feedback by gathering strong areas in a list.
- Tips on development potential.
- Insight into the biggest gaps, ie the difference between one's own and others' assessment.
We end with open answers where everyone can give general feedback.
process:
Questionnaire answered online by manager, colleagues and subordinates
The questionnaire is located approx. 7-10 days
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- Result in your own database / platform.
- Feedback calls with support in the platform.
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- External personal feedback to the respective manager (optional).
- Workshop (optional).