“It is better to make many small steps in the right direction than to make a great leap forward only to stumble backward.” -Old Chinese Proverb The initial 360-degree feedback provides a benchmark and baseline for the talent. It is hoped that the results of the 360-degree feedback program will result in enhanced performance and […]

 “Everything I do, I feel is genius. Whether it is or it isn’t.” -Rufus Wainwright It has been estimated that 65 to 75 percent of the employees in any given organization report that the worst aspect of their job is their immediate boss. In fact, estimates of the base rate for managerial incompetence in corporate […]

“The whole is greater than the sum of its parts.” -Aristotle Attempting to interpret 360-degree feedback results is difficult enough, and to have to interpret scores of all different raters is even harder. As we discussed in one of our previous blogs on interpreting different rater scores, participants of the 360-degree feedback are challenged about […]

Imagine you are shopping for a piece of antique furniture. Before purchasing it, you want to do some research about the product. You may want to find out about its quality and durability; how old it is; the criteria that the vendor used to identify and price the item; and the authenticity of the item. […]

  “The way to gain a good reputation is to endeavor to be what you desire to appear.” -Socrates Multi-rater or 360-degree feedback is the process in which managers, direct reports, peers, team members, and/or customers provide anonymous feedback to others. Despite being around for decades, it continues to grow in popularity. Some companies bring […]

“Now that I have you thoroughly confused, let me pause to hear your own dismayed cry.”  -Ray Bradbury 360-Degree Feedback Research Current research suggests that rater agreement will indeed vary in 360-degree feedback assessments largely because feedback research shows that different rater sources provide unique, performance-relevant information (Nowack, 2009 ((Nowack, K. (2009). Leveraging Multirater Feedback […]

  Behavioral change efforts are often not linear but tend to be progressive, regressive, or even static. It seems intuitive that focus on a single behavioral change goal is easier to initiate and sustain, but, surprisingly, multiple simultaneous efforts (e.g., behaviors planned to improve multiple competencies at the same time) tend to be equal or […]