Executive Impact Interviews is a 360 process that enables a person to receive feedback from a number of organizational colleagues. It reveals how they are listened, and ultimately the future they have to grow, develop and expand into the organization. Usually this is developmental feedback relating to behaviors, skills and competencies in the context of leadership effectiveness. Typically, in this feedback scenario, an individual would receive feedback from their peers, direct reports, and managers. Feedback can include ratings against questions or statements and can also include comments and suggestions. The purpose of the feedback is usually to help an individual determine areas they need to develop. In confidence with an executive coach, what results is a plan and set of practices to impact these developmental areas.
How can these interviews benefit you?
Research has shown that the most important management practice in predicting profitability and productivity in an organization is people leadership. This includes making sure employees get the feedback they need to continually develop their behaviors, skills and competencies. What goes undistinguished runs us.
The Executive Impact Interviews is a highly effective way of providing accurate feedback because:
The individual receives personal feedback from a range of people at different levels. This is done on a one to one basis. Interviews are run by one of our trained consultants, who knows how to proactively listen for important/key communications from the interviewees. Besides identifying trends and patterns, our consultants are well trained, in reading between the lines and hear things in the unsaid and thus highly beneficial in informing the interviewee so that it impacts their development and effectiveness. (This design is more productive than a filling out a survey form, getting a report back via email and then being left in the dust, as are many 360-feedback programs).
Details of who provided feedback is usually kept confidential, which means that feedback providers can feel completely comfortable with giving honest information. Questions are customized by the interviewee and coach and the results are interpreted, and debriefed in a one on one session. Out of this meeting, a plan of action is created to impact future outcomes. After the debrief and establishment of plan and practices, we revisit these interviewees approximately four to six months later to get feedback on the changes and accomplishments that have happened.
The coaching provided by an Integritas Consulting Group consultant goes beyond normal coaching approaches. We have a methodology (using a new paradigm of performance) that can powerfully give access to individual behavioral change. This leaves all involved with a new level of power, freedom, effectiveness and results.
Ones participation in this process is custom designed and further supports, in the eyes of the organization, ones commitment to growing, expanding and developing oneself. This is highly useful in showing management ones desire to succeed in the organization.
The possibility of the Executive Impact Interviews in the organization:
The interviews can also deal with “systemic issues.” The feedback can also serve both as a catalyst to help management realize the systematic causes of organizational problems, and can be part of the solution, so that management style becomes in harmony with other organizational changes senior management is trying to make. We are very confident we can design an approach to impact the culture of the organization as a whole.
The Executive Impact Interviews have had a major impact in those that have participated and have constructively used the information to forward their personal and business development.