We created the OPTM360 out of frustration with traditional 360s that focused on precise assessment rather than helpful develoment. The OPTM360 focuses your leaders on their three most important behaviors and provides them with specific guidance for how to improve those behaviors in your company’s context.
Our tool is highly customizable and can use your behavior model or our proprietary model. Our “Do More/Do Less” scale makes this tool practical and developmental, since leaders need to know what to do, not how high they score.
The OPTM360 is available in the most popular languages globally. Instruction and coaching is available both for HR facilitators and for leaders using the tool.
“The increasing popularity of 360-degree assessments seems to rely on a rock-solid stream of logic. Leaders’ behaviors are important to the organization because well-behaved leaders balance what gets done with how things get done. This balance increases their own effectiveness and their team’s engagement and performance, which translates into superior financial results. So, if we […]
Executive Summary Our 2024 High Performer and High Potential Development report offers a glimmer of hope but largely shows weak investment in those who contribute tremendous value. Our report presents both facts and analysis from the survey along with commentary and advice based on our consulting and practitioner experience. Key Findings Some slightly good news, […]
It’s the first morning of your new job. You’re excited because you’ve been selected to have coffee with the CEO to ask questions about the company. She has a reputation as being straightforward and a bit impatient, so you’ve thoroughly prepared for this conversation. The barista hands you and the CEO your coffees and you […]
We celebrate the progress that companies have made in talent management over the last 15 years. CEOs and Boards now better understand the value of high quality talent. CHROs have built-out talent practices and the talent-building capabilities of their HR team. Yet despite that progress, even the most progressive organizations aren’t seeing the talent management […]