MDC Advisory worked with a global medical devices manufacturer to provide online Enterprise 360-degree feedback and development to a specialist technical management team. The participants were all functional leaders who had complex leadership challenges in that they are functional leaders who also need to be able to lead and influence across the business at an Enterprise (organisational) level.
The MDC Advisory Consultant spent time with the client to understand the context to the assessment and development project before meeting with the participants to get their ‘buy in.’ Key to the project was to help prepare participants for future organisational growth and the career challenges this presents. Therefore, we were looking at potential as well as attainment by assessing ratings from the direct reports, their managers, other key stakeholders across the enterprise and peer groups. The 360-degree feedback was supplemented by best-in-class psychometric assessments which focussed on work preferences and future role fit.
Once the data had been gathered, the MDC Advisory consultant met with the participant to feed back the assessments and to collaborate closely with the participant and their manager to develop a personal development plan. More importantly, the 360-degree assessment and psychometrics was only the first part of the project as the leadership development component included executive coaching to help the participant to understand their strengths and development needs and to agree a roadmap to improvement.
Outcomes
360-degree feedback is focussed and therefore, better, and more cost effective than other methods at identifying and addressing development needs.
Both the client and participant had a greater understanding of strengths and development areas at individual and team levels but also at the Enterprise level.
The assessments helped the participants to understand what looks good both now and, in the future and to frame internal development discussions at individual and organisational levels.
Greater self-awareness helped build a motivation for the participant to develop their skills and behavioural competencies.
Other Methods
The participants each had the self-awareness to begin their development journey and to change their behaviours to reflect their leadership transition as the organisation grows.
Moreover, the client had a better understanding of the dynamics across functions in the business. This in turn, helped frame the wider organisational development journey.
About The Author
Matthew Davis leads MDC Advisory, a full-service business Psychology and leadership consulting practice.
He has over 30 years’ experience of advising clients on all aspects of effective selection having advised clients globally.
He can be contacted via email or on 07974 430021
