| |
|
 The 360 feedback gave me a clear and honest look at my personality, positive and negative, and gave me great ideas to better succeed at my challenges in life.  |
Yvonne May
HRG North America
More Testimonials
|
|
|
| Home > What is 360? |
| WHAT IS 360? |
You can join the 90% of Fortune 500 Companies that use 360 feedback !
“A 360 Feedback tool is used by 90% of all Fortune 500 Companies to gain valuable insight into how to improve key employee’s leadership". Typically, you receive feedback from employees, your boss, and peers and compare it to how you view yourself. Internal customers, board members and external customers can also be used in the feedback process. As you analyze the data you are looking for gaps of perception, fact and relationship within each group, question and leadership component.
This tool, if utilized effectively, can be valuable in the long-term development of both you and your company. Succession planning, team-building, cultural challenges, promotion and career planning can all be addressed and are all enhanced with the effective use of a 360 tool.
TMI’s eleadership 360 is based on our proprietary leadership program, The 6 Levels of Leadership. This organizational model for leadership development will assist you as you evaluate the needs of your role with your current skill set. It also enables you to construct a practical action-oriented development plan. For ongoing development, our coaching section of our Take 5 Clips & Scripts is designed to help you improve in the improvement areas identified in your 360 feedback.
What terms do you need to understand?
| TERM |
DESCRIPTION |
| Participant |
The person who is being evaluated |
| Evaluator |
The person who is evaluating the participant |
| 360 |
Feedback from four data points: Self, boss, employees and peers, including perceptual, factual and relational examples to help the participant understand areas where improvement is needed. |
| 450 |
Feedback from five data points |
| 540 |
Feedback from six data points |
| Perception feedback |
Positive or negative data that is inconsistent (Can we give an example for each of these three in one sentence?) |
| Factual feedback |
Positive or negative data that is consistent |
| Relational feedback |
Positive or negative data that is interpretative and subjective |
| Gap |
Difference in the score of two data points |
| Text data |
Comments made by your evaluators |
Confidentiality of Evaluators
This is one of the greatest concerns from the evaluator and the participant. If I am honest in what I think about the person, will they find out what I said? Our commitment is to maintain your anonymity. The participant sometimes (this is handled differently by various companies) knows who is involved in the process. However, because your answers are averaged (requires minimum of three evaluators in each category) with others, the participant can’t determine your specific answers.
The entirely web-based and automated system creates a unique lower case password for each evaluator. Your email address and this password enable you to log on and enter your feedback. That feedback is then randomly inserted in the final 360 report so the participant cannot establish a trend. However, specific comments or incidents known only to you and the participant will give them a clue to the person who gave the feedback, and should be avoided.
Where is 360 Degree Feedback being utilized?
A recent Society for Human Resource Management study found the following target audience applications for 360 Feedback:
| Executives |
35% |
| Upper-middle management |
37% |
| Middle management |
23% |
| First-level managers |
18% |
| Individual contributors |
|
|
|
 |
|
REGISTER for our FREE
e-newsletter!
 |
|
|
