BUILD INCLUSION WITH FEEDBACK

We all need feedback: it’s the fuel for learning, growing and achieving our goals. But for leaders and managers, receiving unbiased, structured feedback from the people they work with can be a challenge. 

Our 360-degree feedback tool is based on Pearn Kandola’s validated and widely used model of inclusive leadership. It gathers colleague evaluations to identify leaders’ inclusivity strengths and risks so they can make changes in in the areas that matter the most to their team. 

Ready to elevate your leadership?  

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How inclusive are your leaders?

We all tend to over-estimate how good we are at something – and when it comes to being inclusive, leaders are no exception. That’s why getting objective feedback is crucial for understanding their impact and building a true picture of their inclusion skills. 

Based on the validated Pearn Kandola model of Inclusive Leadership, 360 allows leaders to nominate people to provide feedback on how inclusive they perceive them to be on a day-to-day basis. From this information 360 creates a detailed report that highlights the leader’s inclusion strengths and pinpoints any risk areas, enabling them to focus their efforts where they are most needed. 

Integrated into the Kandola+ Inclusive Leader programme (link), or as standalone solution to support the development of your people.

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INISIGHT = CHANGE

Feedback is a gift! It enables us to understand what we do well and what we don’t o so well. 

Our Inclusive Leader 360 tool provides leaders with an objective assessment of how inclusive others perceicve them to be.  

Reach leaders who are spread across broad geographies and reap the benefits of in-depth feedback, reflection, and development planning. 

  • Develop leader self-awareness  
  • Pinpoint strengths and weaknesses 
  • Improve inclusive behaviours  
  • Boost team performance  
  • Improve employee engagement  
  • Deliver better business results  

DEI BUSINESS INSIGHTS THAT GIVE YOU THE EDGE

  • Get real-time insights into how your leaders and managers are engaging with diversity and inclusion. 
  • Create a comprehensive picture of your leaders’ inclusion strengths and development needs across the business. 
  • Use data insights to plan investment in training and development around DEI.

View aggregate data to see the collective strengths and weakness of your leaders. Filter this data but team, location or seniority to take a deeper dive into inclusion.  

Repeat the 360 every 9-12 months to track change over time.

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