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This is a great tool that not only gives you critical feedback that you can act on but comes with targeted debriefing and coaching to help you develop a concrete action plan.

Leadership Agility 360 has some highly innovative features that make it worthy of consideration.

Levels of Leadership Agility
Three Key Leadership Contexts
Four Kinds of Leadership Agility
Greater Growth Potential Identified
High Quality, Efficiently Organized Feedback
Ease of Administration

Levels of Leadership Agility

The fruit of 6 years of research and development, this assessment tool is based on a behaviorally specific, integral framework that identifies where managers are in developing from tactical problem-solvers into strategic managers, and then into visionary leaders. The research shows that managers develop through the following three agility levels in a sequential manner, always retaining the capacities and skills they gained at previous levels:

• Expert: Individuals who operate at this level of agility use their technical and functional expertise to make tactical organizational improvements, supervise teams, identify and solve key problems, and sell their solutions to others. Research indicates that approximately 45% of today’s managers operate at this level of agility.
• Achiever: Managers who function at this level of agility use their managerial skills to set clear organizational objectives, lead strategic change, motivate and orchestrate team performance, and engage in challenging cross-boundary conversations. About 35% of today’s managers operate at this level of agility.
• Catalyst: Those rare managers who have developed this level of agility are visionaries who can lead transformative change, develop high participation teams, and collaborative with others to develop creative, high-leverage solutions to tough organizational issues. About 10% of today’s managers operate at this agility level. As change accelerates and the world continues to become more complex, the need increases for more Experts to become Achievers and for more Achievers to become Catalysts. The Leadership Agility 360 is a critical tool for sizing and addressing these developmental challenges.

Three Key Leadership Contexts

Based on the award-winning book, Leadership Agility, by ChangeWise principals Bill Joiner and Steven Josephs, the Leadership Agility 360 assesses a manager’s level of agility in three distinct contexts:

• Leading organizational change
• Improving team performance
• Engaging in pivotal conversations

Four Kinds of Leadership Agility

This research also identified four kinds of “agility” that are essential in making the most of any leadership initiative. The specific behaviors assessed in the Leadership Agility 360 are organized into these three areas:

• Context-setting agility
• Stakeholder agility
• Creative agility
• Self-leadership agility

In fact, the authors’ research found that, in today’s turbulent economy, higher levels of agility are the key to sustained leadership effectiveness.

Greater Growth Potential Identified

Most assessments don’t provide this instrument’s stage-by-stage developmental roadmap to higher levels of effectiveness. Because it includes the statistically rare Catalyst level (about 10% of managers), this instrument shows even those executives and high-potential managers, who score at the high end of most 360s, where they have room for growth—in specific, behavioral terms.

High Quality, Efficiently Organized Feedback

The feedback reports generated by the Leadership Agility 360 are designed to make interpretation and utilization of feedback as user-friendly as possible:

• Condensed Data Display: Results from the instrument’s 24 questions are displayed in a format that draws on new developments in the field of Informatics. Consequently, the report is considerably shorter than most 360 reports an the information it contains is easier to comprehend and digest.
• Qualitative feedback: Managers also receive written comments from raters on their perceived strengths and development needs.
• Development planner: Feedback recipients get a workbook that helps them to pinpoint their most actionable feedback and create a specific action plan for becoming a more agile leader.
• Aggregate reports: When used with a group of managers (of any size), you can also receive a report that shows the group’s range and distribution of leadership agility in all the key areas identified in individual reports.

Ease of Administration

• Comparative rating option: Raters who need to complete multiple assessments can rate everyone in one pass rather than one at a time. This process is much faster, more acceptable to executives, and provides better data.
• Efficient, flexible input: Raters can complete an assessment in less than 30 minutes. If necessary, they can complete their feedback in more than one sitting.
• Instant accessibility: With this instrument’s on-demand functionality, anyone wanting to initiate an assessment logs into the system, identifies their feedback providers, and sets the timetable for receiving feedback. The system does the rest. The moment enough feedback has been collected, reports can be generated instantly and sent directly to the intended individuals.