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As long as you’re subscribed to the plan granting you access to the various reports and functionalities, you can generate them as many times as you want.
Make any changes to existing templates, or create a questionnaire entirely from scratch and the reports will follow.
All of our reports come with an associated CSV download which you can then use to create alternative data visualizations and additional analyses.
As part of our white-labelled option, you’ll have access to our full suite of custom branding capabilities including multiple logos, banners, and an extensive colour palette.
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The Standard Feedback Report is the basis to any feedback-survey results debrief. The report is structured to ease the participant into seeing their data, and interpreting the results. It starts off with big picture summary results, and gradually goes into further detail regarding each competency, and eventually each individual question.
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Feedback surveys should run on a consistent interval, every 6-12 months is our recommendation. As part of the process, should be a comparison identifying areas of improvement, stagnation, and further development areas. Our Comparison Report utilizes our AI, MyMentor, to compare results and categorize competencies and questions into their zones, and provide suggestions on how to improve based on the scoring and questionnaire.
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Regardless if it’s a cohort of 180-degree or 360-degree surveys, you’ll be able to select up to 15 leaders/managers/employees and generate a cohort report based on each of their survey results. Our Summary version reports on competency-level data, while our In-Depth version reports on competency and question-level data. MyMentor will then perform a thematic analysis on all survey comments across the cohort and provide a strengths, development area, and recurring theme output.
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Self-Awareness is one of the most important leadership attributes. Using the data from a 360-degree survey, the Leadership Self-Awareness Model is created to provide a personalized insight into a leader’s level of self-awareness across their competencies. In addition, the model identifies whether the leader is more prone to being self-critical (i.e., imposter syndrome), or more likely to be overly confident in their abilities.
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Effective, courageous and inspirational leadership is critical to any organization’s success. However, developing strong leaders is not always easy and often requires significant time, resources, but most importantly, commitment.
Our reports are designed to deliver effective leadership development programs.
Mark Purbrick, Founder
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