How Are You Assessing,Respecting,Evaluating,Growing,Measuring,Helping Your People?
We Merge Data-Driven Insights With EQ-Based Coaching To Create Assessments That Create Change.
Empathy-Based Assessment Solutions for knowledge-based Organizations.
It's Said What Gets Measured Gets Managed. When It Comes To Measuring People, What Gets Measured - Often Gets Left Feeling Misunderstood.
Behold. The best 360-degree review ever built. Why? Because it actually changes behaviour. How? By following four simple rules:
Record: It captures a person's behaviour - without bias.
Report: It offers the person unfiltered feedback - without adding opinion.
Remind: It points out what the behaviour should be - without being judgemental.
Respect: It allows the person to correct their behaviour - without threatening them.
Desired behaviour improves. Low speeds increase within the first 6 months. Undesired behaviour declines. High speeds drop within the same timeframe. Two years later...things are even better. The new behaviours become ingrained.
Did the last 360 review you ran on your people do the same? Did their behaviour change for the better? Did it continue to improve two years later?
It would have. If we had run it.
Easy to understand assessments. Designed by a company committed to making people feel understood.
Embracing The Same Simplicity, Our Approach To 360 Reviews Expands People, Without Dividing Teams:
We Record:
We Use Validated Techniques, Designed To Remove Bias.
We Report:
Results Are Translated Into The Person's Psychometric Profile, Removing Sensitivity.
We Remind:
Team Norms Form The Standard Against Which Feedback Is Given.
We Respect:
Data Is Used To Show Teams What's Next For Them - Not What's Missing From Them.
People are complex. Assessments are supposed to help simplify things. Unfortunately, most add confusion. Feedback becomes biased and hard to follow, frustrating those assessed. Those offering feedback are unclear on how its used. They fear fallout for being honest. All parties feel less safe exiting a 360 than they did entering.
360's are meant to improve behaviour. So we improved 360's - by following the definition of behaviour. 'A measured or observed response to stimulus'. We improved measurement. We improved observation. In doing so, we improved the response.
Here's How It Works:
Step 1: Measurement
We'll talk about your desire for assessments and some common biases that may be in play. We'll then show how the right questions make all the difference.
Step 2: Observation
We connect the observers to the cause. We'll help them see their feedback as a gift. They'll feel safe being honest. Honesty that results in better feedback.
Step 3: Response
We respect the traits of those assessed and the unconscious roadblocks they may cause. We'll work with them to address any emotions activated. We then guide them to action. They grow, while showing respect to those whose words made growth possible.
There's A Difference Between Measurement That Offers Value - And Only Valuing What Can Be Measured.
Pricing
We offer clear-cut pricing, with options to enhance the program further. Initial set-up fee is a one-time charge of $650. This covers the discovery session as well as the design and construction of the survey tool.
Reporting is charged based on the number of people assessed. There is no limit to the number of raters. Price includes a 30 minute discussion with a CultureSmith coach to review feedback. Additional enhancement services are listed below.
$0
Single Ratee
$0
Per Ratee (2-9 Ratees)
$0
Per Ratee (10-25 Ratees)
$0
Per Ratee (25+ Ratees)
Add Ratee Self-Assessment: $325 (per ratee)
Capture potential perception gaps between Ratee and Raters. Includes:
Self-Assessment Version of Questionnaire.
Gap Analysis Report.
Recommended Steps to Close Assessed Gaps.
Add Team Workshop: $2,925 (one-time fee)
Increase validity of benchmark by adding team norms. Includes:
Half-day Team Norms Workshop.
Psychometric Profiles for Entire Team.
Enhanced Reporting on Team Biases and Influence on Feedback.
Have a leader depart? We'll complete 360's on key members of the team and turn their areas for improvement into a competency matrix you can use to assess the leadership capabilities of your candidates.
Our online EQ portal allows users to get a "mini-360" anytime they like. They enter a project or task they're working on, select whom they want feedback from, and those individuals are pinged with a simple Start-Stop-Continue questionnaire.
A key feature in our Founders with Families coaching program is the Parent 360. Kids are offered the chance to review their parents. Not only does this offer unique insight, it helps the kids develop critical self-advocacy skills.
It takes something more than intelligence to act intelligently.
- Fyodor Dostoevsky
Self-Assessments & Team Surveys
We bring the same rigor to all our assessment products. We can combine any number of the tools listed below to add intelligence to any workplace situation you may be facing. Contact us for a custom quote.
The questions can differ from case to case. Our base assessment tests the 4 dimensions of Transformational Leadership: Idealized Influence, Individualized Consideration, Inspirational Motivation, and Intellectual Stimulation.
A well-designed assessment makes this difficult to do as the subject is rarely aware what we are measuring. For example, "I take a different route home each day", measures someone's creativity, while "I'm extremely creative", is a question that tests a person's self-deception.
This question is usually code for, "Will I agree with the results?" No assessment is 100% accurate. This is why they makeup less than 10% of our offering. They are a guide. Nothing more. The correlation between most assessments and workplace outcomes is 0.40. If that sounds low, know the correlation between ibuprofen and pain relief is 0.14.
Yes. Personalities change. In fact the definition of personality is, "one's unique adjustments to life". However, over 40% of our daily decisions are outsourced to habits. Those patterns can be measured, and tremendous insight can be gained from this.
Absolutely. This is why we maintain such a deep library of assessments. Our expertise lies in combining the right ones to fit the goals of the situation you wish measured.
This comes down to how the information is used. This is why we do not administer any assessment without an initial session, and will decline projects we are not 100% comfortable with.
Yes. If you are looking to confirm a suspicion or gain any form of support for a bias you may have. When these situations emerge we do not use assessments, but rather facilitate discussions to draw suspicions out into the open where they can be addressed freely, empathetically and responsibly.
Have a situation where you feel our approach can offer the missing insight? Book an Exploration Call to discuss it with us.
