Explore Flipsnack. Transform boring PDFs into engaging digital flipbooks. Share, engage, and track performance in the same platform.
From magazines to catalogs or private internal documents, you can make any page-flip publication look stunning with Flipsnack.
Check out examples from our customers. Digital magazines, zines, ebooks, booklets, flyers & more.
Pre-made templates to create stunning publications in minutes
Here are eight reasons why you should consider choosing interactive, digital flipbooks instead of boring and static PDFs. Check them out!
Leadership through Coaching The research and framework behind my360plus my360plus is based on the renowned ‘Schroder model’ which enables the system to gather objective 360 feedback, make an expert analysis and create plain English profiles and detailed coaching plans before progressing to coach a delegate ’ s network to help them with their development goals. Key features of the framework include: Solid research background: Strong research base with multiple, on-going validation studies. Universal: Because it focuses on managing the process of change and increased complexity , my360plus has been shown to deliver superior performance in all business environments. A strengths-based model: The focus is on using and building strengths, rather than deficits. Developable: There is a clear, proven path for development , with my360plus coaching clarifying exactly what leaders need to do. High face validity: Means that adoption and understanding is easier for your managers and leaders. Autonomously-defined behaviour indicators: Ideally suited for meaningful feedback from a non-expert observer network Multi-scale: Can be used to measure and develop individuals, teams or whole organisations. my360plus Team Builder and my360plus Talent Builder make full use of this. The Schroder Model Named after Princeton Professor Harry Schroder, the Schroder Model is a behavioural framework that uses 12 competencies (or behaviours) to measure and develop the performance of leaders and managers. Because of its rigorously tested validity, it is now widely considered a benchmark for developing individuals and teams in organisations around the world. It underpins the development and talent management approach of many of the world’s leading organisations. The model uses specific behaviours that have been shown to predict superior performance when people are faced with dynamic, fast-moving, complex situations. In other words, when the working environment is competitive and changing quickly, the Schroder model identifies the leaders who will take their teams or organisations on to not only survive, but thrive. It’s important to recognise that the Schroder behaviours are not the same as other competencies and technical attributes such as managerial or professional skills. These other competencies are important, but are not the differentiating factor between average and superior performance. The validation studies for the Schroder behaviours (the largest set of studies done anywhere in the world on this topic) show that people who learned to use the Schroder behaviours to high levels significantly and consistently out-performed those who did not. They are therefore known as the High Performance
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