Providing Assessments for Professionals
360 Assessments Geared for the Growth of Employees at Any Level
Overview
360 Feedback is a leadership development process in which responses are collected from various sources (“responders” or “raters”), including peers, associates, subordinates and bosses. Responders are assured that their input is collected anonymously and kept confidential. Feedback is used for developmental purposes and, when combined with coaching, gives the recipient an opportunity to discuss the feedback and create an action plan for leadership development with an objective third party.
Conversational 360-Degree Feedback
There is a wide variety available for the selection of 360 instruments and processes. We employ an informal, conversational process based on 15-20 minute telephone conversations between the coach and each rater separately. It is designed to avoid survey fatigue often caused by long, complex instruments. Open-ended, behaviorally based questions are employed and the results are synthesized into a feedback report that is relevant to the recipient’s leadership responsibilities, developmental in nature, and actionable. This report summarizes the responses in various categories, with further detail discussed with the coach during the feedback sessions. The action plan could include coaching or training opportunities for the leader and follow-up conversations with the coach.
Talk with us about your employee review needs and we'll discover a good approach to strengthening
performance through feedback and analysis.
360 Feedback is a leadership development process in which responses are collected from various sources (“responders” or “raters”), including peers, associates, subordinates and bosses. Responders are assured that their input is collected anonymously and kept confidential. Feedback is used for developmental purposes and, when combined with coaching, gives the recipient an opportunity to discuss the feedback and create an action plan for leadership development with an objective third party.
Conversational 360-Degree Feedback
There is a wide variety available for the selection of 360 instruments and processes. We employ an informal, conversational process based on 15-20 minute telephone conversations between the coach and each rater separately. It is designed to avoid survey fatigue often caused by long, complex instruments. Open-ended, behaviorally based questions are employed and the results are synthesized into a feedback report that is relevant to the recipient’s leadership responsibilities, developmental in nature, and actionable. This report summarizes the responses in various categories, with further detail discussed with the coach during the feedback sessions. The action plan could include coaching or training opportunities for the leader and follow-up conversations with the coach.
Talk with us about your employee review needs and we'll discover a good approach to strengthening
performance through feedback and analysis.