By comparing one's perception with those of one's manager, direct reports, peers and other team members, Executive View/360 provides an objective summary of executive strengths and areas of development along twenty-two critical competencies required for competitive performance. Executive View/360 was designed for senior level managers and executives in all industries.
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Executive View/360 is suitable for executive coaching services executive education programs, and succession planning. Use the OPD Scoring Bureau service for your complete 360-degree feedback administration needs or the Executive View/360 software for complete in-house scoring and report generation.

Executive View/360 Competencies

Performance Leadership
  1. Visionary Leadership
  2. Drive for Results
  3. Technological Leadership
  4. Financial Leadership
  5. Cross Functional Versatility
  6. Depth of Industry Knowledge
  7. Political Leadership
  8. Strategic Problem Analysis
  9. Decision Making
Change Leadership
  1. Entrepreneurial Leadership
  2. Driving Strategic Direction
  3. Driving Change
  4. Decisiveness/Judgment
Interpersonal Leadership
  1. Build Strategic Relationships
  2. Empowering Others
  3. Team Building
  4. Interpersonal Effectiveness
  5. Oral Communication/Presentation
  6. Influence/Negotiation
  7. Coaching/Talent Development
Personal Leadership
  1. Self-Development
  2. Adaptability/Flexibility
  3. Engenders Trust

Additional Executive View/360 validation, psychometric properties and research information can be found:

Nowack, K., (2002). Does 360 degree feedback negatively effect company performance: Feedback varies with your point of view. HR Magazine, Volume 47 (6), June 2002. Article (publishers web site) Article (local copy)

Nowack, K. and Heller, B. (December, 2001). Making Executive Coaching Work. Training Magazine (www.trainmag.com) Article (Adobe Acrobat PDF)

Nowack, K., Hartley, G, & Bradley, W. (1999). Evaluating results of your 360-degree feedback intervention. Training and Development, 53, 48-53. Abstract

Nowack, K. (1999). 360-Degree feedback. In DG Langdon, KS Whiteside, & MM McKenna (Eds.), Intervention: 50 Performance Technology Tools, San Francisco, Jossey-Bass, Inc., pp.34-46. Abstract

Wimer, S. and Nowack, K. (1998). Thirteen common mistakes in implementing multi-rater feedback systems. Training and Development, 52, 69-80. Abstract

Nowack, K. M. (1994). The secrets of succession: Emphasizing development in succession planning systems. Training and Development, 48, 49-54. Abstract

Nowack, K. (1993). 360-Degree feedback: The whole story. Training & Development Journal, 47, 69-72 Abstract

Nowack, K. (1992). Self-assessment and rater-assessment as a dimension of management development. Human Resources Development Quarterly, 3, 141-155. Abstract

Costs:
In-House Administration/Software Report Authorizations $105.00
Internet Administration/OPD Scoring Bureau Service $149.00

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