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Developing Leaders

Interview-based 360 reviews, executive coaching, leadership assessments, and a customized development plan with specific goals.

One On One HR’s leadership
development programs are built on one principle:

Real growth requires honest feedback, self-awareness, and practical coaching, not generic training. Whether you’re developing a high-potential manager, onboarding a new executive, or investing in your own leadership growth, our proven processes produce visible, measurable, and sustainable results. 

Our three core leadership development services work independently or together as a comprehensive development system:

  • The Leadership Development Tool CEOs Trust Most 

    Our interview-based 360 review has become the benchmark process our clients rely on to develop people, managers, and leaders. Unlike survey-based 360 reviews, our process gathers all feedback through confidential personal interviews, producing richer, more honest, and more actionable insights. 

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  • Confidential Coaching for CEOs, Business Owners & Senior Leaders, AND LEADERS AT ALL LEVELS

    Executive coaching is a leadership development technique widely used to develop and support leaders at every level. At One On One HR, our executive coaching is built on 35+ years of direct experience coaching leaders at all levels: CEOs, presidents, through first-line team leaders, and everyone in between. Our coaching work spans all industries.

    Our process starts with identifying opportunities for development, determining the growth goals for the coaching engagement, and pairing each leader with a coach whose experience matches their situation.

    During our confidential coaching sessions, we encourage participants to share it all: leadership challenges, frustrations, performance issues, team dynamics, and career goals. We provide direct, practical, and situational advice—not generic frameworks. The real value comes through applying the coaching in daily leadership situations. 

    Whether you want to invest in yourself, develop a high-potential employee, support a new leader, or coach a leader who is struggling, executive coaching provides a confidential and personalized growth path. 

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  • Leadership Behavioral Assessments:
    Conflict Management & Leadership Influence Profiles

    Our leadership assessments are built on the philosophy that a leader’s behavior creates the leadership experience for everyone around them. Understanding those behaviors and learning to manage them intentionally is the foundation of effective leadership development. 

    Each participant completes two behavioral profiles: a Conflict Management profile and a Leadership Influence profile. Together, these assessments provide insight into eleven leadership behaviors, helping leaders understand their tendencies, see how others experience their leadership style, and identify specific growth opportunities.

    What You Gain From Leadership Assessments:

    • Learn how to better manage conflict and become more influential as a leader 

    • See your behavioral tendencies in an easy-to-interpret visual profile 

    • Receive coaching on how to manage each behavior more effectively 

    • Develop self-awareness about the leadership experience you create for others 

    • Understand the impact of your leadership style and personality on your team 

    • Get a behavioral development plan authored by One On One HR 


    Our leadership assessments are an economical investment, take only 20–30 minutes to complete, and can be used with individuals, entire teams, departments, high-potential leaders, new leaders, or struggling leaders. They work as a standalone development tool or as part of our 360 review and Catalyst Leadership programs. 

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35+

YEARS EXPERIENCE

5,000+

LEADERS DEVELOPED

100+

ORGANIZATIONS

FAQ

Frequently Asked
Questions

  • Survey-based 360 reviews use standardized online questionnaires that produce numerical scores. Interview-based 360 reviews—like One On One HR’s process—gather feedback through confidential personal conversations, producing detailed qualitative insights that are more specific, more honest, and more actionable. Leaders consistently report that interview-based feedback is more meaningful and easier to act on.

  • A typical 360 review engagement takes two to six weeks from start to delivery of the final feedback report and development plan. This includes scheduling and conducting interviews, completing leadership assessments, analyzing and summarizing feedback, and delivering feedback.

Get started with One On One today.

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