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Our Approach to 360-Degree Assessment
At Organization Development Consultants, Inc. (ODC), we use 360-degree (i.e., multi-level) assessment
to help managers and executives reflect upon their leadership
practices. We have found that by gathering feedback
from multiple perspectives (i.e., self, boss, direct
report, peer, customer, others, etc.), managers tend
to take the results more seriously. Further, we have
found that 360-degree surveys:
- Facilitate employee involvement and commitment
- Augment managerial learning
- Improve managerial performance
- Enhance corporate culture
In our experience, a well-designed and well-implemented
360-degree survey program reinforces what is important
to the organization and provides data that can be used
to set specific, targeted goals.
We offer a number of multi-level assessment options,
including our own High Performance Management Inventory™,
competency-oriented survey that assesses managerial
proficiency in over ten key performance dimensions.
Data can be gathered using computer-based or paper-and-pencil
administration. Narrative comments can be gathered with
either type of administration.
Typically, we use 360-degree as a component of a comprehensive
program of leadership development. Once the data have
gathered, we advocate the following:
- A summary of survey results should be furnished
to the ratee
- To fully understand the data and to identify
areas for improvement, the ratee should receive feedback
from a qualified professiona
- Developmental actions should be specified
- Accountability mechanisms should be established
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