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    The PROFILOR® Progress Check: Feedback that Fuels Growth

    Targeted Insights. Measurable Progress.
    CONTACT AN EXPERT

    What is The PROFILOR® Progress Check?

    The PROFILOR® Progress Check delivers targeted insights into how others perceive a person's improvement and effort since taking The PROFILOR® 360 assessment 6-months prior. Rater feedback is provided for 3 to 10 specific behaviors a person is focused on improving - so you can clearly see what’s changing and what’s not.

    Gain actionable insights into leadership growth, behavior change, and development effectiveness with data you can trust.

    Track Measurable Growth
    Monitor real changes in leadership behaviors with data-driven insights based on multi-rater input.
    Gain Actionable Feedback
    Build on the original 360 assessment and focuses on the behaviors that matter most.
    Reinforce Accountability
    Keep leaders focused on development goals and aligned with informed adjustments.
    Enable Smarter L&D Decisions
    Use aggregated data to support talent development decisions and leadership development strategies.

    Progress Check Insights & Reporting

    Individual Progress Report

    The PROFILOR® Progress Check is a 360 multi-rater tool used to measure an individual’s effort and improvement towards their development goals. As a follow-up to the original 360-degree feedback, Progress Check:

      • Focused feedback on selected behaviors

      • Ratings on effort and improvement

      • Clear indicators of behavior change

      • Actionable recommendations

    Ind Progress Check- Overall Chart-SS-CIRC

     

    Group Report & Dashboard

    The Progress Check Group PDF Report or Interactive Dashboard equips organizations with clear insights on the 360 competencies and behaviors leaders prioritize in their development journey. Organizations can:

      • Compare leadership development trends across teams

      • Identify patterns and gaps in performance

      • Segment data by role, function, or cohort

      • Support data-driven talent development decisions

    Progress Check- Overall Chart-SS-CIRC

     

    How The PROFILOR® Progress Check Works

    • 1
      Complete the initial PROFILOR® 360 leadership assessment
    • 4
      Progress Check will ask raters to assess both improvement and effort.
    • 2
      Re-engage the same raters 6 months after the initial assessment.
    • 5
      Receive and analyze results using individual and group feedback reports.
    • 3
      Choose 3-10 specific behaviors for raters to provide 360-degree feedback.

    Why Tracking Leadership Progress Matters

    Progress Check- Validate ROI

    Validate ROI on leadership development

     

    Progress Check- Identify Gaps

    Get visibility to identify gaps early

     

    Progress Check- Adjust Development Plans

    Proactively adjust development plans

    Progress Check- Development Culture

    Build a culture of continuous improvement

    Schedule a Meeting With An Expert

    Let us help you get a clear view of your development progress.

    FAQs (Frequently Asked Questions) About The PROFILOR® Progress Check

    The PROFILOR® is a traditional 360-degree feedback experience that provides a full evaluation of leadership behaviors. Progress Check is a follow up assessment that occurs 6 months after the original 360 is completed. It measures improvement and effort on 3-10 selected behaviors.

    Typically, Progress Check is initiated 6 months after the initial PROFILOR® 360 assessment. While this is typical, it can be modified.

    Usually, 3-10 specific behaviors are targeted for feedback on improvement and effort over time.

    The same raters from the original 360 assessment provide feedback (Peers, Managers, Direct Reports, Others).

    Progress Check measures both perceived Improvement and Effort on 3-10 select behaviors.

    Yes, Progress Check Group Reports are available in both PDF and interactive dashboard formats. 

    The Progress Check Group Reports can tell you:

    • The behaviors and competencies that people are choosing to work on most and least often

    • The extent of improvement that is shown when people work on particular behaviors and competencies

    • The extent of effort people appear to put into working on particular behaviors and competencies

    • Which behaviors and competencies may require additional strategies and resources for improvement