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What is a 360?
A 360 is a multi-rater assessment used to provide feedback to individuals regarding their leadership skills and workplace performance. The information gathered is used to highlight an individual’s strengths and developmental needs. The value of a 360 is an individual’s self-perception regarding leadership skills and workplace performance is compared to others’ perception. The results reveal blind spots, which can be used to create a targeted, individual development plan.
360s, Positive or Negative?
Done well, 360s can provide information that guides your organizational strategy for leadership development. However, when executed poorly, 360s can erode trust and create a lot of misunderstandings within an organization.
Goal of a 360:
First, create a positive experience. Second, help individual leaders create a targeted, individual development plan, focusing on high-value leadership skills that drive organizational success.
How Do You Know Which 360 Is Best?
Research Based: Select a 360 that is scientifically validated, reliable, provides normative data for comparison, and can be applied to the context of your workplace environment.
Captures Verbatim Responses: You want a standardized assessment that also gives you the option to customize some open-ended questions to capture verbatim responses (confidential).
Time Commitment: Select an assessment that takes no more than 20 minutes to complete, on average.
Confidentiality: Select an assessment that ensures multi-rater confidentiality. You want the multi-raters to provide honest feedback without fear of retribution.
Highly Trained Consultant: Select an assessment that requires a highly, trained consultant to provide guidance on selecting raters and who will deliver the results/report in a safe and confidential manner. The consultant should explain the results in an easy to understand manner.
Supportive Resources: Select an assessment that offers additional resources, such as: books, coaching, and group trainings.
What’s Next?
When savvy organizations use 360s, they give their leaders and opportunity for guided self-reflection regarding what is working and what needs to be improved. Providing additional opportunities for development by offering individualized coaching and group trainings gives leaders the support they need to be accountable for their learning and development.
ROI:
Increased engagement, increased job satisfaction, increased retention, higher profits, lower turnover, and increased leadership performance, etc.
