360 Assessments
How do you know how effective you are with other people? Ask them. But you need the right questions, phrased so they are understood, and asked in a way that makes it easy and comfortable for a rater to respond. That is the power of 360 survey – gaining insight on how you are perceived.
Dr. Paul Connolly, President at Performance Programs, was a 360 co-author with Clark L. Wilson for many years and we still work with the successor company Truscore.
360 Assessment
Benefits
Seeing your behavior through the eyes of others can reinforce the strengths you bring to situations or the team, create awareness of development opportunities that may be holding back your performance or achievement of career goals, as well as illuminate blind spots (both positive and negative) in your behavior.
Provides input from multiple sources. With input from a boss, peers, and direct reports, you are getting a more holistic view of behavior, which might highlight differences between groups. For instance, your boss may feel that you communicate effectively, but your direct reports may not.
Developmental Insights. Since 360s are competency based and linked to various sources, the development needs and direction are easy to identify.
Improvement in Relationships. Since awareness is essential to taking action, 360 feedback can provide information on which behaviors to continue and which behaviors need to change, resulting in better interpersonal interactions with colleagues.
Motivation to Change. Strategic self-awareness that comes from 360 feedback can provide the motivation to change non-beneficial behaviors.
Development Plans. 360 reports can help identify areas of focus for developmental planning.
Organizational Culture. When 360 feedback reports are widely used throughout the organization, they can identify trends in company culture, possibly indicating a need for training or a shift in culture.
360
Assessments
Hogan 360
The Hogan 360° is an easy-to-administer questionnaire for comprehensively reviewing leaders at any level of management. Developed in conjunction with Peter Berry Consultancy, the Hogan 360° is a comprehensive multi-rater feedback tool designed to help leaders understand how others, such as their peers, managers, and direct reports view their performance.
Leadership Versatility Index
Uses the 360 method of comparing feedback from the “full circle”: superiors, peers, subordinates, and self-perceptions. But that’s where the similarity ends. The LVI is not just another 360; it is a patented solution for improving results through leadership.
Ambiguity Architect
The capacity to deal with ambiguity and change is a skill that is becoming increasingly important at every level of an organization.
Custom 360 Surveys
When the core competencies for job roles are significantly different than the competencies used in available validated surveys, customized 360 feedback is the answer.
What is a validated 360 Feedback Survey?
Validation is a research process that aims to show whether an instrument actually measures what it was designed to measure. It is a valuable feature in any published feedback survey. There are many types of validation studies. In the case of 360 degree feedback for training and development purposes, survey designers strive for construct validity. Construct validity is evaluated by determining how well the concepts behind the instrument account for an individual's performance on the instrument. For example, the Survey of Management Practices from the Clark Wilson Task Cycle series measures the universal behaviors that are predictive of an effective manager. A manager with a strong record of success should have high scores on the survey whereas a manager whose performance has been weak should have low scores.