360° Assessments
360° Development Process
The 360° Process is a vehicle for stimulating and guiding executives' and managers' capacity to achieve goals and to bring about real change. Themselves, their manager, and selected peers/subordinates will anonymously appraise each participant on the identified behaviors. This is accomplished by means of an appraisal instrument, which requires behavior ratings and also provides for specific positive or constructive feedback from each appraiser. In addition to input from this 360° feedback process, supervisors, foreman, and managers will participate in a developmental assessment center process.
The 360° process consists of three (3) main tools:
- The 360° Development Instrument are the instruments provided to multiple rating sources such as the individual manager himself/herself, their manager, and others (e.g., direct reports, peers, customers), to assess their level of effectiveness on specific skill dimensions, including:
- Leadership and Vision
- Interpersonal Skills
- Strategic Thinking and Planning
- Organizational Acumen
- Self-Management
- Change Management
- Team Culture
- Communication
- Motivation
- The 360° Feedback Report provides the results of the self-ratings and ratings given by their manager, direct reports, and others on the skill dimensions and on the individual items, which comprise the dimensions. The report also provides the manager with the summary information needed to diagnose strengths and areas for development focus. The report has specific references to sections in the Successful Managers' Handbook.
- The Successful Managers' Handbook guides the individual through a series of activities to help investigate and better understand the results of their Feedback Report, and to establish a developmental action plan. Additionally, it provides many recommended activities and readings for developing the specific skill dimensions. Managers refer to the handbook often. In the handbook there are many ideas, strategies and solutions, so they can be selective with regard to their own professional goals and developmental needs. This handbook includes tips for everyday use and is appropriate for use in the curriculum designed for managers.
Why The 360° Process Is Effective
- Expands executives' and managers' capacity to achieve goals and to bring about real change.
- Establishes a link between performance management and succession planning, and builds accountability to each.
- Sends a clear message that performance in the areas being measured is important and valued.
- Enables executives and managers to use item-level feedback to set specific goals for improvement.
- Leads to sustained behavioral change through accountability over time.
- Allows managers and non-managers alike to have exposure to the valued behaviors for all employees.
