Download a sample Leadership Intelligence 360 Survey to see how we measure the most important leadership competencies. See how the Derailer section identifies those behaviors that undermine a leader's effectiveness. Then look at the 360 degree feedback report to see how the results are displayed to highlight gaps in perception and comparisons to our benchmarks.
Sometimes it's tough to give and receive 360 degree feedback in a way that results in change. We make the process safe and easy. Our assessment advisors guide you along the way, and handle all of the complex logistics of survey administration. We develop the survey, create the timeline, manage rater lists, send out reminders, and generate the reports so you can focus on what is important; creating personal development and change.
Many people are surprised by feedback they receive. It can be an emotional process. We may miss the overall message being sent by the feedback. This is why one of the most important parts of the process is for the participant to talk through the results and create a personal action plan. DecisionWise provides expert coaching, or can show your team how to debrief survey results and coach internally. 360 degree feedback creates self-awareness; coaching helps participants use this new information to change.
It has been core to what we do since 1996. We are internationally recognized experts in 360 degree feedback. We provide both standardized and customized surveys, confidential online administration by dedicated assessment advisors, easy-to-read reports, and expert coaching on the results.
We have the most advanced multi-rater feedback technology in the industry, but we're not just 360 feedback software providers. We are a team of experts that offer best-practice advice, caring service, and customized solutions to your employee feedback needs.
Download: 8 Reasons to Outsource Your 360 Feedback Process
360 feedback is a development process that provides a safe environment for a person to receive candid feedback from peers, supervisors, subordinates, and other individuals with relationships key to his or her success.
Perhaps surprisingly, 360 feedback has been in use since 1940, and has evolved to become a very effective management tool in employee development. 360 feedback grew out of the use of a training method called “T-groups” or training groups where participants met with their peers who were encouraged to share feedback in an open session facilitated by a trained moderator. 360-degree feedback was a difficult process to administer for early adopters because of the time and effort needed to collect paper forms, collate the data, and produce a summary report. These obstacles were overcome with advances in technology that now allow the entire process to be conducted online increasing confidentiality and greatly speeding up the process. Today, about one third of all companies and 90 percent of of Fortune 500 companies use some type of 360-degree feedback.
The term “360” refers to the degrees of a circle, with an individual figuratively in the center of the circle. Feedback about a person’s behaviors and performance is provided by subordinates, peers, and supervisors. 360-degree feedback also includes a self-assessment and, in some cases, feedback from external sources, such as customers and suppliers or other interested stakeholders. Most participants will receive feedback from a total of eight to 15 people. Raters should only be those that have a close working relationship with the participant.
The survey normally includes between 40-80 questions that measure a series of competencies and behaviors most important to an organization or to an individual’s success. Competencies may include: Communication, Teamwork, Results Orientation, Planning and Organization, etc. Raters are asked to rate the participant on each statement (behavior descriptors) using a Likert scale (5-point or 7-point scales). 360 feedback surveys typically include a few open-ended questions to collect qualitative feedback. The surveys take between 8-15 minutes to complete depending on length.
The results collected from the survey are summarized into an individual report. The scores are separated by the different rater groups (self, manager, peers, direct reports, etc.). Only the self-scores and the results from the participant’s manager are broken out individually. Scores from peers and direct reports are averaged together as separate groups to protect confidentiality. The report normally shows summary results for each competency. The most significant insight is found by comparing self-perceptions to the perceptions of others. An individual is able to clearly see his or her strengths and areas for development. Open-ended comments are randomized and listed verbatim.
When an individual receives his or her feedback report, he or she is typically provided some type of coaching to analyze the report, identify strengths and areas for improvement, and develop an action plans. A 360-degree feedback coaching session is a one-on-one meeting with a trained facilitator that lasts approximately 60-90 minutes. The result of the meeting is the creation of a personal development plan that the participant shares with his or her manager. DecisionWise research (as well as supporting academic studies) has found that those individuals who receive some type of coaching on their feedback, and set goals for development, experience significantly greater improvement than those who simply participate in the process and receive their reports.
As organizations rely more heavily on teamwork, cooperation, and communication to improve productivity, 360-degree feedback has become an increasingly useful tool.
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