Executive Coaching & 360 Assessment

Why might you need an executive coach?

  • To address specific business projects, professional goals, leadership / management issues, skill development.
  • To partner to discuss and problem solve confidential issues and challenges.
  • To hold your agenda and focus on your vision when other distractions interfere with your intention.
  • To facilitate your goals by values clarification, brainstorming, identifying plans of action, examining modes of operation in life, asking clarifying question, and making empowering requests.

360 Assessment

The 360 Executive Assessment Process provides a discreet, confidential way for Managers to receive direct feedback about their performance. They learn the impact that their behaviors have on their staff, peers, and the organization as a whole. As a first step in the Manager’s development process, feedback allows the Manager to decide what leadership behaviors are working and what needs to change for their career success. The feedback report provides recommendations for development. From there, a plan is created for on-going development and on the job reflective learning.


  1. To determine the best Assessment Strategy to use to achieve leadership and organizational goals.
  2. To provide 360° feedback to Leaders by gathering perspectives on their leadership effectiveness. With this information, they can design their own development plans to enhance their leadership capabilities in areas critical for their unique roles.
  3. To provide HR and the CEO with an aggregate report to determine areas of strength and developmental needs of the leadership team for succession planning and future development initiatives.



1. Plan for the Project

We begin by meeting with the client to help determine the best assessment strategy to use. We assist in evaluating and selecting the best on-line 360° tool to use and / or implementing a 360° interview process for the selected leaders. We help work through the logistics of the project including developing the timetable, communications, meetings, and other action steps.

2. Conduct Kick Off / Orientation Meeting

We meet with the leaders to introduce the overall goals of the program, the process tools, and timeline. They learn how the process will work, why it is worth their effort, how to select and communicate with raters, and what to expect as follow up to the results. Confidentiality is emphasized.

3. Administer the Instrument and / or Conduct 360° Interviews

One-on-one Interviews: If this approach is selected, we conduct one-on-one phone interviews with those people selected as raters. These interviews include at least three-five direct reports, three-five peers, and the Director for each of the selected leaders. On-line Assessment Instrument: If decided, we coordinate the on-line 360°assessment process with participants. We serve as the liaison with the selected 360° vendor who will analyze the data and prepare the reports.

4. Write Summary Report
If the individual 360° interview process is selected, and the interviews are conducted, we compile the results and write a summary report for each leader. In addition, an aggregate report is compiled to determine areas of strength and developmental needs of the leadership team for future development initiatives.

5. Conduct Group Results and Development Meeting
We meet with the participants, as a group, to introduce them to the results report. We explain the report components and how to interpret results. We also review the development-planning guide that accompanies the report and how one creates a workable development plan. Finally, we consider the summary themes that have emerged from the group profile. They also learn about how to prepare for development planning.

6. Prepare for and Conduct Individual Feedback Sessions
Following the group debriefing session, we meet with each of the leaders in an individual coaching session. The purpose of this meeting is to help the leader make sense of the data that they received and provide a forum to discuss individual strengths, needs, and development ideas.


  • Myers Briggs Type Inventory (MBTI)
  • The Hogan Assessments
  • Integrative Enneagram
  • SpeedReading People
  • Leadership Effectiveness Analysis (LEA 360)
  • Strategic Directions
  • Leadership Agility 360
  • Lominger Career Architect
  • The Element B
Contact Us
San Francisco Bay Area:
(415) 234-6013
(617) 306-0265
Email Us
I came across my 2009 Paper Room output recently; my notes and photos of flip chart pages.  Incredible material, prescient!  It is more than ironic that my happy and rewarding life today includes a huge amount of the activities and time allocation imagined in the PR exercises in 2009. Your facilitation, indeed, did identify what I wanted and needed for an aligned and satisfying professional and personal like. I never imagined that I could or would be able to deliver against these dreams. I was never aware of actually working on the goals, but it would appear that the work planted and invisible seeds.

I have the life to prove it. Bravo to you, and to me.

Executive Recruiter and Coach