This multi-rater assessment is an essential evaluation tool that provides individuals with an in-depth understanding of their effectiveness as a leader, specifically in terms of executive presence. This feedback is firmly planted in measuring 9 behaviors that identify a leader with executive presence.
Learn How You Are Perceived at Work in Regard to Executive Presence
Many employees don’t know how they are perceived at work. This Executive Presence 360-Degree Evaluation Tool provides an opportunity to learn how you are perceived by your colleagues, direct reports, superiors, and others in the area of executive presence.
Most employees are unaware of how they are undermining their executive presence, which is why holistically gaining feedback from people at a variety of levels around you is so crucial.
Feedback is provided in two ways:
- By rating a series of statements designed to specifically measure key behaviors and competencies.
- By answering open-ended questions that allow for detailed comments.
A Research-Based Approach to Assessing Executive Presence
This executive presence model has been extensively researched over a 15-year period. To design this technique, GEC Research Center conducted research with over 1,400 of Joel’s executive coaching clients and 7,500 workshop participants. These established leaders provided feedback that lent great clarity on what makes a leader with executive presence. They found that 9 crucial competencies unite to form the 3 central pillars of executive presence—gravitas, authority, and expression.
Each leader can measure their level of executive presence based on these 9 competencies.
When to Use the Executive Presence 360-Degree Evaluation Tool
Organizations use the Executive Presence 360-Degree Evaluation Tool when leaders want to:
- Improve effectiveness in their current role.
- Move into a management role.
- Step into a next-level role.
- Enhance their talent management solutions.
- Add to their leadership development program.
- Create a career development plan.
- Enrich their coaching development plan.
Who Will Benefit from the Executive Presence 360 Evaluation Tool?
- Top-level leaders and senior executives who are underutilizing their executive presence.
- Fast-rising, high-potential employees who are realizing their skill and expertise aren’t enough to succeed in advanced positions.
- Women, people of color, and other employees from marginalized groups, who are too often overlooked and underappreciated.
- The hidden talent in an organization—the high-potential employees who fly under the radar.
- Introverts who have questioned whether they have the personality type of a leader.
The Executive Presence 360-Degree Evaluation Process – 6-Step Guide
| Step 1 | Select the rater group. | You and your coach will identify the people who will be giving feedback. The people you choose need to provide perspectives from a wide range of roles, such as direct reports, managers, top leaders, coworkers, peers, and external customers. |
| Step 2 | Communicate the process. | The 360 evaluation’s purpose, process, and expected outcomes will be shared with all raters. The raters will be informed of the confidentiality of their feedback and the importance of being candid. |
| Step 3 | Distribute the survey. | The questionnaire will be sent via email to all raters. |
| Step 4 | Analyze data and generate the report. | After all the rater feedback has been completed, a detailed 30-plus-page report will be produced. |
| Step 5 | Conduct debriefing session. | The coach will review the completed 360 evaluation report with the leader. This meeting will walk the participant through the data, increasing understanding of the feedback. |
| Step 6 | Create a development plan. | With your coach, identify clear goals and action steps based on the results from the feedback report. Key areas of development (e.g., “keep doing,” “start doing,” and “stop doing”) will be identified. |
The 7 Sections of the Executive Presence 360-Degree Evaluation Report
The Executive Presence 360-Degree Evaluation Tool will help generate the self-awareness to become seen as a leader with executive presence. You will learn the strengths you need to apply more often, your developmental needs and opportunities to improve, the overall dominant themes, and the blind spots and hidden strengths you must nurture, while gaining open-ended feedback from each rater.
| Section 1 | Summary of Competencies | Summary of the 9 EP competencies that high-level leaders need, ranked from highest to lowest. |
| Section 2 | Overview of Each Competency | The individual scores for each of the 9 competencies. |
| Section 3 | Top Strengths | Your top 10 strengths per rater group. |
| Section 4 | Top Opportunities to Improve | Your top 10 opportunities to improve per rater group. |
| Section 5 | Hidden Strengths | Your top 5 hidden strengths. Hidden strengths are defined as items in which your self-evaluation is lower than the aggregate score of other rater groups. |
| Section 6 | Blind Spots | Your top 5 blind spots. Blind spots are defined as items in which the self-evaluation is higher than the aggregate score of other rater groups. |
| Section 7 | Open-Ended Feedback | Verbatim comments from all raters. |
The 3×3 Executive Presence Model
