1. 3D Groupís Leadership Navigator for Corporate
Leaders helps executives focus on key development priorities.
The Vice President of Human Resources for a medium-sized US
company wished to provide his leadership team with 360-degree feedback, but
lacked the time and resources to design, manage, and follow-up on a
3D Groupís "turnkey" approach and quick start up of their
Leadership Navigator for Corporate Leaders allowed the CEO and other senior
officers to complete the 360-degree feedback process immediately. The VP
of Human Resources simply filled in a participant template provided by 3D
Group. The 360-Degree team at 3D Group distributed surveys; processed the
data; monitored progress in the program; and generated and emailed each
personalized feedback report. Following this successful program, the
company's leaders who were one step below the executive level also participated
in the 360-degree feedback process.
The top 30 leaders in the organization received 360-degree
feedback, coaching, and development planning over a six-month period. 3D
Groupís management of the process has allowed the VP of Human Resources to focus
on coaching, development, and succession planning rather than on the
administration and technical details of the program.
2. 3D Groupís Leadership Navigator for Senior
Executives helps company to transition from M&A to consolidation
The Compensation & Benefits Committee of a mid-sized company
needed to decide whether or not to renew the CEOís contract. The CEO had
been highly successful in leading the company to record profits through several
mergers and acquisitions over a long tenure. Although the financial
performance of the firm was unquestioned, the board wanted an objective
assessment of the CEOís management skills.
Using its 360-degree feedback for senior executives process, 3D
Group interviewed all of the CEOís direct reports, the entire board, and the CEO
himself about his performance. In addition, standardized surveys focusing
on a core set of 12 management competencies were sent to each of the
interviewees and to six external vendors who worked closely with the CEO.
Using these varied sources of data, a 3D Group consultant developed a thorough
analysis of the CEOís strengths and development needs and presented it in
written form to both the committee and the CEO himself.
The board and the CEO both came to the realization that although
the CEO had advanced the company to a new level financially, a new CEO with a
different skill set was required to consolidate the acquisitions the company had
made. A transitional CEO was appointed. The board and CEO worked together
to develop a one-year plan that enabled the CEO to work as a consultant to the
|"My clients appreciated the fact that the content of the Leadership
Navigator was straight-forward and reflected essential management and
organizational issues without the overuse of unnecessary abstract concepts found
in many 360's on the market today."
|Glaze & Associates|
|"3D Group's Leadership Navigator for Senior Executives is a great
tool for assessing CEO performance with pinpoint accuracy."
|Chairman of the Board|
|NORCAL Mutual Insurance Company|
| "Thank you for your wonderful service, commitment to quality and
schedule, as well as your flexibility!"
|Senior Director, Learning & Development|
|"I just completed the Rater List process . . . great job! This is very
user friendly, and I like the fact that it asks you to print your rater list
before you sign off."
360-Degree Feedback Participant
|"3D Group has provided us excellent service during our multi-source
feedback process. They were very flexible and responsive to our
needs. They did an excellent job of working with us to produce a high
|Assistant VP, Human Resources|
|Federal Reserve Bank of Chicago|