Member Since: 15th Apr 2008
Jo Ayoubi is CEO and co-founder of Track Surveys.
At Track, Jo has advised on, and led the development of 360 and other online assessments for leading organisations including John Lewis Partnership, Waitrose, Baker & McKenzie, Nuffield Health, Fujitsu and Saudi Telecom.
She has also facilitated partnership programmes with people development companies including Cambridge-based Moller Professional Services Group.
Jo is also a qualified British Psychological Society Test User for Occupational Ability tests and Personality testing (OBPI).
Jo is the author of The Consultants’ Guide to Success with 360 Degree Feedback, and holds Bachelors (first class) and Masters degrees in French, Arabic & Politics.
Jo writes and blogs regularly on the topic of 360 Degree Feedback in performance and learning. Her recent papers include ‘Making Your 360 Degree Feedback more effective in delivering successful behavioural change’, and ‘Which Online 360? A 10-step checklist for choosing an online 360 Degree Feedback system’, published in association with Training Zone UK. Outside Track, Jo makes time to mentor students at Woodhouse College in London.
Prior to setting up Track Surveys, Jo was a learning and development director for the Corporate Finance business at Ernst & Young in London, where she was responsible for the training and development of over a thousand corporate finance professionals. Projects included learning management systems and online learning evaluations.
Track Surveys owns and operates the Track 360 online platform for bespoke 360 and other assessments.
CEO Track Surveys
21st Oct 2009
Yes, agreed - there's a balance somewhere between healthy self-belief and unhealthy self-delusion...X-Factor and Apprentice are good examples of the latter!
But then some would say that the really successful (as defined by Bill Gates, Dragons Den people etc) are those who have erased all self-doubt and are thus totally focused on their goal.....?? Where's the line and how do we recognise it?
10th Sep 2009
Thanks for you response, and your comment about challenging underlying assumptions of how women should behave and perform. It really made me stop and think.
Do you think that men are also judged in certain ways and that assumptions are made about them too? I guess we all suffer (some groups more than others) from others' stereotypes of us, and their expectations.
I also think that a 360 Degree Feedback could be an excellent tool for challenging the stereotypes and expectations by asking questions and pointing to leadership behaviours that are desired and desirable for both women and men, and that are not aligned to the traditional male-oriented leadership profile.
I'm certainly going to go away and review some of our work in this new light - thanks again for the comment.