360 Feedback to improve individual and team performance.
Our bespoke 360 Multi-rater Feedback Surveys incorporate the Four Stages™ of Contribution Model and are designed to improve individual and team performance at all levels.
Effeective 360 feedback.
To be effective, your 360 feedback programme must start with relevant competencies. So we work closely with you to develop competency profiles especially for individuals who face complex work environments. Profiles are typically customized and designed around your organisation's leadership competencies. As a starting point we have a set of 360 competencies built on the Four Stage of Contribution.
Both numeric data and written responses are collected during the 360 process to provide each participant with an accurate idea of how others perceive them, and how their own perceptions compare with those with whom they work.
The Value of 360 feedback.
360 feedback is of most value when people are at the core of your organisation's competitive advantage. They are highly effective when incorporated within your performance management process and talent management frameworks. When used with executive coaching, 360 feedback has huge power to support relevant and useful change.
360 feedback is used for;
- Appraisals and feedback
- Career growth and development
- Performance Management
- Assessing the impact of training and development programmes
And when you and your organisation need to;
- Identify high potential people
- Establish training and development needs
- Change strategy/direction and need a baseline to measure success
- Create a climate for change and business transformation
Take a look at Considerations for thoughts on how to approach the use of external change specialists and then Contact us to start your change.
