Assessment tools and 360˚ feedback for leadership programmes
We use best-in-class existing solutions or design bespoke tools to help participants in leadership programmes understand:
- their strengths and weaknesses;
- the effectiveness of their current approach to leadership;
- what they should do to be more effective leaders
We can design, select, administer and help business schools interpret the results to maximise the insights participants gain.
Design and delivery of leadership sessions/programmes
We offer taught leadership sessions lasting from 90 minutes to a full day, which help participants to integrate their theoretical learning with their own data derived from validated diagnostic tools (typically psychometrics and 360 feedback). This combination provides participants with a rigorous, evidence-based and personalised approach to reflecting on and developing their approach as a leader.
The core principles we teach have been applied successfully in a wide range of sectors and geographies and are summarised in Leadership: No More Heroes (3rd Ed. Pendleton, Furnham and Cowell, 2021, Palgrave MacMillan) the book we have written to set out the foundations of the Primary Colours® Model of Leadership, Edgecumbe’s proprietary model. This approach has been taught on a wide range of programmes at Oxford Saïd Business School and Henley Business School, and adopted by several leading UK businesses including Rolls-Royce, BSI and Hargreaves Lansdown.
Selecting and interpreting leadership diagnostics: programme directors often lack the expertise to select and interpret leadership diagnostics. Getting this right can significantly increase the personalisation of the participants’ learning; getting it wrong can significantly undermine the participant experience. Our deep expertise in both a wide range of diagnostic tools and the leadership programme context means we can give business schools the assurance they need to use these tools with confidence.
Programme evaluation: clients increasingly expect business schools to go beyond the traditional ‘happy sheet’ approach to programme evaluation; they want to understand what participants have learned, how they have applied it at work, and what impact this has had on their organisation. Many schools now use pre- and post-intervention measures (especially 360° feedback) to provide a low-cost evaluation of programme impact – our experience of doing this in a wide range of contexts can add rigour and nuance to the evaluation process.
Leadership research: leadership programmes provide a vehicle for conducting research into leadership in specific contexts, especially where data on a population of leaders is collected over time. We regularly conduct research with business schools and their clients to understand what ‘good’ looks like, so that clients can learn to improve their approach to selecting and developing leaders based on real data from their own people, rather than relying on ‘off-the-shelf’ prescriptions. Modern data analysis methods have allowed unprecedented insight in this regard, and we have often found that we can explain twice as much of the observed variance in leadership effectiveness (‘what good looks like HERE’) as generic models can, dramatically enhancing the value of such analyses to clients