03 · Leadership & Executive Advisory
Leadership Development & 360 Feedback
Build leadership capability with multi-rater feedback, structured development and applied coaching.
The business challenge
The organization needs more and better leaders, but development is inconsistent and there is little clear information on leadership strengths, gaps and risks.
- New managers promoted without preparation
- No clear picture of leadership capability across teams
- Development programs that don’t change behavior
- A thin internal pipeline for senior roles
Who the engagement serves
HR and talent leaders and executive teams developing managers, emerging leaders and leadership teams.
Questions we help answer
- What are our leadership strengths and gaps across teams?
- Who needs which development, and in what format?
- How do we make learning stick back on the job?
- How do we track leadership capability over time?
Our approach
- 01
Assess
360-degree feedback and assessment for individuals or entire leadership teams.
- 02
Debrief
Individual and group debriefs, with an executive summary of themes.
- 03
Develop
Cohort programs that combine structured curriculum, practice and applied coaching.
- 04
Integrate
Involve managers so development connects to day-to-day work.
Engagement scope and duration are tailored to your situation.
Potential deliverables
- 360-degree feedback process and reports
- Team-wide leadership themes summary
- Individual and group debriefs
- Cohort program design and delivery
- Individual development plans
- Action-planning sessions
Deliverables are what we produce with you. Outcomes depend on how they are put to work, which is why we agree on how progress will be reviewed from the start.
Implementation support
Follow-up coaching, manager involvement and reinforcement activities support application back on the job.
How progress is reviewed
Where agreed, follow-up feedback and development-plan reviews provide a comparison against the original baseline. Organization-level summaries report themes, not individual responses.
Relevant consultants
Dr. Kelvin Thomas, EdD, MBA, PCC
Executive Management, Organizational Consulting & Leadership Advisory
Darcy Roberts
Leadership Development, Team Facilitation & Change
Brenda Vallieu
Leadership Development, Learning Strategy & Facilitation
Consultants are listed for relevant background. This does not make anyone a practice lead or mean each person delivers every part of an engagement; Dr. Kelvin Thomas assembles the team around each engagement.
How we handle the limits of consulting, coaching and assessments, and the information you share: Consulting, Coaching & Assessment Notice · Confidentiality & Information Handling
Also connected to: Organizational Effectiveness & Culture
More in Leadership & Executive Advisory
Executive Advisory & Coaching
Confidential advisory and coaching for executives navigating complexity, scale and transformation.
- Agreed development goals
- Assessment and stakeholder-feedback debrief
- Executive development roadmap
Leadership Team Alignment & Effectiveness
Help leadership teams agree on direction and decide, communicate and work together more effectively.
- Leadership-team assessment and interviews
- Facilitated alignment sessions
- Shared priorities
Learning Strategy & Program Design
Translate organizational needs into practical learning that supports workplace application.
- Learning-needs assessment
- Capability and learning priorities
- Leadership or manager curriculum
Let’s discuss what needs to move forward.
Tell us about the challenge behind your interest in leadership development & 360 feedback. We’ll explore where support could be useful and whether POSITION is the right fit.