SHL 360 process increases productivity in Ansbacher

Ansbacher, a private banking and wealth management organization, used 360 degree tools from SHL, the company in objective assessment, to develop its senior managers’ leadership competencies. The 360 feedback was provided by SHL based on a competencies framework devised by Ansbacher. The results were measurable as productivity increased and there was a positive shift in the leaders’ behaviour at work.

We decided to start an internal development programme for our managers, because we thought that our organisation would benefit from a more open approach to the development process. We wanted to improve our teamwork, one of our core values, and internal communication. So, we designed our own competency framework and identified where our managers stood within those competencies, explained Ansbacher head of human resources, Alastair Wood.

SHL assisted in creating and delivering a 360 degree bespoke questionnaire to approximately 20 senior managers. The questionnaire was based on the key competencies designed by Ansbacher. Alastair Wood commented: SHL was the obvious choice because of the company’s credibility and its products, some of which we have been using for a long time. After completing the questionnaire, the managers received personal feedback from their coaches who were also trained psychologists.

The success of the feedback was evident. In Alastair Wood’s words After this experience, the managers moved to a more consultative approach. Not only did they gain a more in-depth knowledge of their own strong points and development needs, but they also became more sensitive to other people’s views.

This brought us benefits in terms of teamwork and improved internal communications. The shift in behaviour was also translated into productivity increases, something we were able to measure in subsequent appraisals.

Matt Kirk, SHL senior account manager, noted: I believe that the senior managers felt that the whole process was fair and conducted with professionalism. The improvements shown within the results show that they made a real effort to address their development needs.

People development is crucial for every company that wants to assure the quality of their services, added Paul Levett, SHL Director of product & training: Although 360 degree processes can be viewed as superfluous by some organisations, experiences like this prove this perception is wrong. The key is to provide actionable feedback in a company’s own language so that managers can work on their own development opportunities. This is confirmed by Alastair Wood: The entire process was very simple. All that our senior managers had to do initially was complete the questionnaire and then open their minds as feedback was given.