“Different but equal.” -Donna Ann Evans Different raters do appear to be applying different observational filters that bias and reflect on the behaviors they are rating (Nowack, 2009). Ratings from managers appear to be performance-oriented Ratings from direct reports are more interpersonally oriented Ratings from peers are focused on future leadership potential At a practical […]

“I have become intrigued with the combining of seemingly unrelated ideas or images, or the drawing upon the many, sometimes dissimilar, meanings a word might have.” -John Barton In general, skill or competency based 360-degree feedback assessments provide data on how participants are perceived by others, while personality and style assessments provide insights about why […]

 “Setting a goal is not the main thing. It is deciding how you will go about achieving it and staying with the plan.” -Tom Landry Some limited research suggests that two factors play a role in who is most likely to be the most motivated and respond the most favorably to 360-degree feedback. Atwater & […]

“Even if you’re on the right track, you’ll get run over if you just sit there.” -Will Rogers Tracking and monitoring progress on development plans is essential for sustaining new behavior over time. It is important to continuously seek feedback from others to see how a participant is progressing in their targeted goal. Research by […]

“Honest criticism is hard to take, particularly from a relative, a friend, and acquaintance or a stranger.” -Franklin P. Jones At an organizational level, a poorly constructed 360-degree feedback process can lower engagement and employee morale. At an individual level, poorly-delivered feedback can be perceived as critical, evaluative and judgmental, leading to social pain and […]