The RK360

Are you a good leader? How do you know? Is your answer based on gut feel, feedback from colleagues or objective evidence? How do you compare to the best leaders?

The RK360 is a unique, brand new, Leadership 360 assessment that answers those questions by providing detailed, specific behavioural evidence based on feedback from colleagues. It compares this feedback with your own views and supplies useful advice and best-practice guidance to help you become the best leader you can.

How is the RK360 different from other 360 leadership assessments?

There are many different 360 leadership assessments available, but they are hampered by various limitations, such as lack of flexibility to bespoke, benchmark comparisons and poor reports. The RK360 overcomes all of these with a unique set of benefits that address the common problem of complex, difficult to digest feedback reports that drive the need for an expensive personal feedback and coaching session, or result in no tangible behaviour change.

The RK360 Leadership assessment does this by providing:

If you want to be a great leader, of help your organisation develop great leaders, the RK360 Leadership assessment offers effective, actionable feedback that helps leaders rapidly move from good to great.

We are also interested in hearing from consultants and organisations who help their own clients with Leadership Development who may be interested in exploring using the RK360 Leadership assessment.

To get a free sample report and for all other enquiries please email tiffany@redkiteleadership.com or call +44 (0)7769 560311

'What good looks like’. Descriptions of actions which are either done or said and the resulting impact on others. Measurable and achievable, relevant to all roles, types, levels and organisations. There are 5 levels and 12 different, discrete behaviours. Knowing which behaviours are adding value, changing the culture of the organisation or damaging it is the foundation to being able to choose how to act, and what environment to create.

The Schroder framework. One of the most powerful and useful leadership frameworks around. Favoured by Occupational Psychologists as meeting the criteria for robustness, evidence-based and usefulness. Used in many organisations in selection and development. Quote from one user on receiving their profile: ‘This is amazing, it’s so hard to know if I’m doing the right thing, but this framework is like a road-map, it helps me know exactly what I should do next’ Area Manager, Telecoms industry.

Leadership profile. A useful summary of the individual’s own rating of their skills for each of the 12 behaviours, against an average rating of what their chosen responders think. Colour coded throughout for quick and easy reference.

Pictures and cartoons, in addition to rich, descriptive text makes the report easy to comprehend at a glance. We have plans to animate these cartoons. This example shows a description of the individual’s rating for the behaviour Measuring and Monitoring Performance, which is about the efficient use of metrics to enable effective performance. There is a page for each behaviour, giving a description of it, the rating assigned, where the rating falls against others, portrayed in a cartoon-based illustration of how the behaviour can be demonstrated at different levels. Many useful, practical tips and advice are provided for each behaviour.

The ratings given by each responder group for each question allows trends and themes to emerge. For example, the manager’s ratings might be different throughout the report to the peers, or the individual may be seen as being particularly harsh (or easy) on themselves compared the views of others.

The option for verbatim explanations for each specific question answered, allows additional richness not usually seen in 360s. Collated by responder type, any uncertainty of the reason behind the ratings can be easily seen. Theses personal comments also provide excellent examples to help guide the individual in their development from a unique, team-based approach. Very powerful when used alongside the robust behavioural framework.

TI the RK360, General verbatim suggestions usually take the form of Stop, Start, Continue, but can be changed to anything else required. Again, these are grouped according to responder type. As with the other reporting pages, the individual and their manager are the only responses which are showed separately, all the others are collated into at least groups of 3 to guarantee anonymity.

Additional questions, according to coaching or other developmental objectives can easily be added to the questionnaire alongside the Schroder framework, making the report even more specific and useful.