SOIL 360 Leadership Survey

The SOIL 360 Leadership Survey is a survey tool based on the popular 360-degree feedback perspective. It measures people on three dimensions

- Is the Individual playing the role of a Leader?

- Does he/ she exhibit the values of a true leader?

- What competencies are displayed in his/ her behavior?

The SOIL 360 survey looks at eight Leadership Competencies in three clusters with a focus on Business, People and Execution

- The RCV (roles, competencies and values) characteristics are measured through a set of multiple-choice as well as open-ended inventory items

- It goes beyond the conventional framework of leadership competencies to also look at the role played by an individual as well as the values displayed

- The framework uses a BARS or Behaviourally Anchored Rating Scale that provides direct input on the extent of competency displayed as perceived by the role set

- The survey uses a unique combination of behaviourally anchored ratings with forced choices to determine the actual behavior displayed in the 360 set

SOIL Team Effectiveness Survey

Success of a leadership team depends on its ability to quickly align and mobilize people to execute the new strategy. When facing change, leadership team collaboration can be strained, yet your ability to build agreement on and share a consistent message about future state goals is more critical than ever.

- We at SOIL are experts in collaborative leadership, and partner with teams to drive effectiveness and build capabilities within the context of the critical goals of the organization.

- We look at a team as a unit that exists for a common purpose and must coordinate to accomplish its business goals.

- The SOIL Team Effectiveness Survey measures team behaviors, providing feedback to the team on 14 items to see if their actions help or hinder performance. Using a five-point Likert Scale, the Survey asks teams to rate the frequency of behaviors from “Never” to “Always.”

- By looking at the average answers as well as the range of answers for each item, the team gets an excellent picture of where they think they are successfully exhibiting best practices and where they need to do a better job. If requested, the assessment can also include ratings from key external stakeholder groups such as customers, other teams or the team leader’s boss or bosses.

- The team feedback report is delivered in a briefing where we interpret the findings with the team, facilitate discussion about the impact, and determine changes the team wants and needs to make to achieve great outcomes.

SOIL Appreciation Center

- SOIL has vast experience in conducting Appreciation (assessment) Centers for the purpose of Selection, Succession Planning and Leadership Development. The Appreciation Centers (AC) are designed and conducted by highly experienced and trained appreciators, in order to assess individuals and teams and understand their key strengths as well as development areas.

- Assessment centers are particularly useful where:

->Required skills are complex and cannot easily be assessed with interview or simple tests.

-> Required skills include significant interpersonal elements (e.g. management roles).

-> Multiple candidates are available, and it is acceptable for them to interact with one another.

- Our Assessment centers consist of a battery of interventions, that help assess the behavior and personality of participants. Typical interventions may include Psychometric tests, Behavioural Event Interviews, Group tasks, Case studies and/ or Role plays. Interventions are designed, keeping in mind the competency framework of the organization as well as the target group of participants.

- At the end of the exercise, a Talent fingerprint Report is provided to each participant, that includes the summary of his/ her strengths and development areas, as observed during the AC. If requested, it may also contain recommendations on the participant’s fit for a specific role.