This section of the portal contains the following information and materials:
- Finding people for your first two Leadership Agility 360’s
- Guidelines for use
- Potential applications for individuals
- Potential applications for groups
- Marketing materials
- Articles that could be used in marketing
- Contracting with clients – setting expectations
- Pricing your Leadership Agility 360 engagements
Finding people to get started
There is a range of options for your first two engagements.
- Existing, past or new clients
- Friends and colleagues who have management roles
Some coaches do these first two deliveries pro bono or for half-price. Others treat it like a regular paid coaching engagement. Do whatever works best for you.
Guidelines for use
- The Leadership Agility 360 should be used for feedback and development purposes only, not to evaluate individuals. For example, it should not be used for performance appraisals or to make decisions about promotion or salary level. It should not be used by itself to identify high-potential managers. Using a 360 for these purposes tends to politicize the process and distort the validity of the data.
- Do not invite coaches who have not been trained in this methodology to join Debrief or Action Planning Meetings. If you feel you need to do this, please first contact ChangeWise for guidance.
- This 360 process should be followed by leadership coaching, using the clients Action Plan.
Potential applications for individuals
Usually the 360 is used at the beginning of a coaching relationship, but sometimes it takes place in the middle. Less frequently it is used at the end to help launch the client into their own “self-leadership” process.
Occasionally, the Leadership Agility 360 is used in conjunction with another assessment, usually a personality type assessment. It has also been used along with an interview-based 360 process.
Potential applications for groups
There are two primary ways that the Leadership Agility 360 is used with groups:
- Leadership development cohorts: Feedback before, during and/or after a leadership development program. A few coaches have used it in their own public leadership development programs.
- Management teams: Everyone on the team receives Leadership Agility 360 feedback. This can be cascaded to the next level.
- Occasionally, especially for group projects, someone will say they feel they need to use the company’s own competency-based 360. Should this happen to you, know that there are been many instances where the Leadership Agility 360 has been used because it seemed particularly fitting for a particular leadership development program (e.g., something fresh and relevant for an LD program for high potentials). Also, because of this instrument’s uniqueness, it can be used to complement/supplement a 360 that an organization uses on a more routine basis.
- Access a guide for planning a 360 process for a group.
For one-on-one engagements,access the short version of the Leadership Agility 360 brochure (mainly used to introduce individual managers to the instrument).
For group engagements – documents you may want to to send to internal leadership development professionals considering use of the instrument.
- Access the longer version of the Leadership Agility 360 brochure.
- Access the abbreviated Sample Report. (Please don’t use the full Sample Report from the workshop, unless you check with us first, as it exposes all the IP.)
- Access the Technical Manual. Includes norms and the results of validation testing. Authored by George Klemp, co-designer of the instrument and President of Cambria Consulting. (Same document you read as part of your pre-work).
- For what you might say about the Leadership Agility 360’s unique features and benefits, access a consolidated brainstorm by workshop cohorts.
- If needed, we can help arrange for prospective clients to “test drive” the instrument. Contact Debbie at email@example.com
Articles that COULD be used in marketing
- Access Bill’s white paper, “Leadership Agility: From Expert to Catalyst.”
- Access a short version of the white paper. (For executives with minimal time to read).
- Access Bill Joiner’s downloadable articles on Leadership Agility.
CONTRACTING WITH CLIENTS: SETTING EXPECTATIONS
- Guidelines: Make sure the formal/informal “contracting” you do with your client (individual and/or organization) is consistent with the “Guidelines for Use” presented above.
- Timing: To be safe, allow 4 weeks for the overall process: One week for registering your client and having the Individual Orientation Meeting, one week for your client to go online and select their feedback providers, and 2 weeks for feedback providers to complete their feedback.
- Confidentiality: Clarify that all feedback, except that provided by a person’s direct manager(s),will be confidential. The client (or participants) should be in control of whether they share their feedback with others and how much.
- Group projects. Access guidelines and resources for planning group 360 projects.
The Leadership Agility 360 itself is $250. Unless it’s a group project where the client organization pays Cambria for the assessments “outside the system,” the coach pays for the assessment and bundles this cost with a fee for their time to do the full 360 process). What you charge for your coaching time during and after this sequence is up to you.
Here is one option for estimating your time for the full debrief sequence:
- Individual Orientation Meeting (1 hr.)
- Debrief session (2 hrs.)
- Action planning session (1.5 hrs.)
- Preparation throughout (mainly for the Debrief Session), using ~half-hour to one-hour ratio (~ 1.5-2.0 hrs.)
Total = 6.0-6.5 hrs.