| " Clarke Peterson and I worked together at Utica National for nearly 20 years, and he did a wonderful job installing and insuring the success of our corporate leadership development program. During my participation in one-on-one feedback sessions with Clarke, I thought his analysis of the data was insightful, and the personal interaction made it an enjoyable experience. Overall, it was a great experience for me." -John R. Zapisek Retired EVP & CFO Utica National Insurance Group |
360 Degree Feedback
VOICES® with Development Tracker ™, Lominger’s competency-based
feedback tool, was designed to help organizations provide timely, confidential, and
accurate 360 degree feedback. Survey administration of their Web-based surveys
can be conducted inside your company or outsourced to Lominger’s Global Survey
Center.
We offer a wealth of experience with this tool, having provided over 700 feedback
sessions to managers spanning a decade of work with this tool. From these
sessions leaders learn how they are doing on 67 specific competencies as well as 19
potential career stallers and stoppers. They also learn how important these
competencies are to success in their current job.
Gap analysis identifies those competencies that are high in importance but low in
performance, and from that group 2-3 are selected for development. Over time, you
can catalog the importance results for each leadership role in the organization. That
allows you to build bench strength by testing a leader's performance against the
competencies thought to be most important for success in a targeted future role.
VOICES® with Development Tracker ™, Lominger’s competency-based
feedback tool, was designed to help organizations provide timely, confidential, and
accurate 360 degree feedback. Survey administration of their Web-based surveys
can be conducted inside your company or outsourced to Lominger’s Global Survey
Center.
We offer a wealth of experience with this tool, having provided over 700 feedback
sessions to managers spanning a decade of work with this tool. From these
sessions leaders learn how they are doing on 67 specific competencies as well as 19
potential career stallers and stoppers. They also learn how important these
competencies are to success in their current job.
Gap analysis identifies those competencies that are high in importance but low in
performance, and from that group 2-3 are selected for development. Over time, you
can catalog the importance results for each leadership role in the organization. That
allows you to build bench strength by testing a leader's performance against the
competencies thought to be most important for success in a targeted future role.
Atlanta Leadership Consulting, LLC
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