The 363 for Leaders is a new kind of 360 that combines the best of the 360’s with the simplicity and power of Disc. It is one of the best tools for obtaining constructive feedback for leaders, because its main purpose is to identify the personal development needs of the Leader.

Transcript:
Hello, My name is Bill Blake and today I would like to build upon my previous discussions on the Johari Window model, 360 feedback and the importance of constructive feedback in the professional development of Leaders.

Now, I would like to talk with you about a specific application of the feedback concept called Everything DiSC 363 for Leaders; commonly referred to as 363 for Leaders.

First of all – what it is-
363 for Leaders is a multi rater assessment profile designed to give participants constructive feedback on their leadership approaches, It is a new kind of 360 that combines the best of the 360’s with the simplicity and power of DiSC.

The instrument is used to obtain constructive feedback on how the effectiveness of the Leader is perceived, from multiple perspectives in the workplace. Its main purpose is to identify the personal development needs of the Leader – not to measure performance objectives!

How is it different?
First of all the report is easier to understand because it uses visuals, and narration, to explain data. It also answers the “Now What” question – by providing 3 strategies to improve the Leader’s effectiveness. Plus it uses our new Comment Smart technology, so that Raters can give constructive balanced feedback that has more richness, context and depth.

Why do we need it?
Well, I think that we all know that to work together effectively we need to adapt our behavior to suit the needs of others. Sometimes our behavior hurts, and it is often easy to overlook these effects on others. This can lead to blind spots & irritants. Most people are uncomfortable in confronting another’s perceived shortcomings. Even when they do, it can easily be dismissed as a single opinion.

Here are some tips for a successful project:
First of all, the process must be seen as an opportunity for the improvement of performance – it should not be perceived as being an evaluation of performance. Raters should be picked cooperatively by the Leader and his/her Manager Since the report is for developmental purposes, it stands to reason that both the Leader and the Manager must be in agreement on the raters selected. Feedback should be descriptive, and directed at the behavior or action – not the person. And there should be an opportunity for the feedback to include recognition for the leader’s effective performance traits.

This validated leadership model is further explained in the book “The 8 Dimensions of Leadership” (Sugerman, Scullard & Willhelm). The authors of this book maintain that “to be an effective leader you need to know your strengths – but that is only part of the story. You also need a broad perspective on all the behaviors needed to be an effective leader.” This book is certainly recommended reading!

This is the Leadership model used:
The 8 leadership approaches are listed around the outer perimeter of the model. Each leadership approach has 3 practices which are shown on the inside of the circle.

For example:
For the Affirming approach the 3 practices include:

• Being approachable
• Acknowledging contributions and
• Creating a positive environment

A 363 for Leaders® Report may be generated:
Using a leader and his/her manager; or it may include the manager plus other raters, such as direct reports, peers, or others. Because the confidentiality of the responders is important, at least 2 people must be chosen from each group – other than the Leader and Manager, of course.

The assessment process goes much like this:

• Leaders complete an Everything DiSC personality assessment, plus a 72 leadership behavioral statements survey
• Raters are also asked to rate how often the Leader uses the same 72 behavioral statements – so that the results can be compared.
• Raters are then given an additionnal 24 leadership behaviors and asked how often they would like to see these behaviors used by the leader
• Raters can select pre-written comments to be provided to the leader.
• Because CommentSmart Technology is used, negative comments are controlled

The final Report is a 22+ page report all about the leader, to provide an accurate picture of the Leader in the interpersonal realm of leadership. It contains:

• Intuitive easy-to-read visuals
• Rich cuts of data & feedback breakdowns
• Comprehensive listing of rater comments
• 3 Strategies for improved effectiveness
• Plus, an optional Coaching Supplement is also available

The major advantages of the 363 for leaders include:

• It combines the best of 360’s with the simplicity of a validated and authoritative DiSC Leadership Model
• It answers the “Now What” question with 3 strategies for improving leadership effectiveness
• “CommentSmart” technology ensures that the feedback given will be constructive
• And the end result is a 360 experience that is more productive and satisfying

And so, thanks for watching our brief video. And remember, if you would like further information on Everything DiSC 363 for Leaders please give me a call at 1-800-842-5857.
All the best in your Leadership journey.

Tags: 360 Assessment, 360 Degree, 360 Feedback, Everything Disc, Feedback 360, Improve Leadership