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Group 360 Assessments Are What We Do Best
Group 360 Assessments Are
What We Do Best

Origin recently conducted a 360 assessment of 13,541 managers
globally and across all levels within the client organisation issuing
11,893 individual feedback reports. By adopting our professionally
managed phased-approach all this was achieved in as little
as 2 months!
Click here to see how we can do the same for you.

Large-scale Online 360 Assessments
Large-scale 360 Assessments

“from the planning phase, through to the execution system,
and technical support, you have once again enabled
us to facilitate the process within the group, with confidence.
Of special note is your willingness to accommodate certain
special requests and deviations from the status quo.”
Nadine Fedeli -- Manager HR: PSS Talent Management
OD & Change Sasol Shared Services Sasolburg.
We can do the same for you. Click here.

Our Clients
Our Clients

Origin is the measurement solutions provider to some of South Africa’s most prestigious and successful organizations. Click here to see our client list.

Get In Touch With Origin
Get In Touch With Origin

Origin measures what matters most -
People, Performance, and Perceptions.
To get in touch with us click here now.

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Why Choose Origin?

Why Choose Origin?


We do the work. This frees up your resources to focus on daily tasks. Our dedicated team of young professionals have the know-how and experience to get a quality job done each and every time.

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360 Assessments

360 Assessments


What we do best. Origin has developed a proven, unique methodology for running 360 assessments.

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Get To Know Us

Get To Know Us


Origin is young and ambitious. The business has evolved over a period of some 15 years. We are now clearly focused on becoming the best measurement solutions provider in the enterprise feedback arena.

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What We Can Do For You

What We Can Do For You


Take the weight off your shoulders. All we need is a clear understanding of your measurement objectives and a list of people participating.

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4 basic guidelines for creating your own leadership strategy.

Posted on: May 10th, 2013 by Liesel Burrows

Leadership. It’s the most critical aspect of any organisation, and yet often the least understood and nurtured. In today’s corporate world, formulating your own leadership strategy is essential. This may sound intimidating, but it can be  simpler than expected and far more rewarding than you may have imagined. Here are some basic guidelines to help make sure your organisation isn’t just turning a profit, but continually developing its leadership muscle for sustainable success.  

1. Get the right people in the room

No man is an island, and no leadership strategy should be one either. Developing an effective strategy will involve a team effort. Make sure you include a range of people in creating your strategy – this will help to create a more balanced view and outlook.

2. Look out for gems along the way

The creation of the strategy is a mix of logic and art, involving both left brain and right brain work. While determining the number of leaders required is often a straightforward extrapolation of growth targets, defining the desired leadership culture is a much more non-linear process. Just as with peer reviews, the process can also produce useful conversations that may have never taken place before. These conversations themselves may act as interventions that begin shifting beliefs and values in your organisation.

3. Dream big

Get everyone to imagine what the leadership culture would be like if the organisation were fully implementing its business strategy and operating as effectively as possible. What behaviors among leaders would one observe? What shared beliefs would be held by all leaders that support and reinforce those behaviors? What things would employees, customers or other stakeholders be saying about leadership in general? What behaviors would be visible and reinforce the kind of culture that is desired? What behaviors would be called out as indicative of “good leadership” and rewarded accordingly?

4. Don’t neglect the details

In creating a leadership strategy, failing to be as detailed as possible in describing the leadership culture that is required to implement the business strategy will lead to oversights later in the process.  This in turn will erode strategy implementation and interfere with effective performance.

In creating your own leadership strategy, remember that a healthy leadership development ethos is likely to help you attract and retain the talent you need to take your organisation further. Implementing a culture of company-wide 360 Assessments through Origin is an excellent way to sustain this kind of progressive corporate culture and spot potential leaders and/or any disconnect between your ideal culture and the real one at hand.
Sources:

http://www.forbes.com/sites/mikemyatt/2012/12/19/the-1-reason-leadership-development-fails/

http://www.astd.org/Publications/Magazines/TD/TD-Archive/2012/08/Intelligence-360-Instruments-Are-the-Most-Popular-Way-to-Assess-Leadership

Leadership Models, Methods, and Applications, by Bruce J. Avolio, John J. Sosik, Dong I. Jung, and Vair Berson

Developing a Leadership Strategy, by William Pasmore, Ph.D.

Measuring and Modifying Behaviour, by DBM.

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