“The only relevant test of the validity of a hypothesis is comparison of prediction with experience.” -Milton Friedman When trying to determine the best 360 tool to utilize, a first question that comes up is whether the tool is valid and reliable. Whether you create and develop your own or purchase a vendor’s assessment, you […]

“I put a dollar in one of those change machines. Nothing changed.” -George Carlin There are mixed reviews about 360-degree feedback systems and its effectiveness. Organizations and consultants are quick to use it without understanding whether it has worked or not. They may be using it because it’s the latest fad in management development. This […]

“He who fails to plan, plans to fail.” -Winston Churchill  When implementing a 360-degree feedback system, it is best to strategize the the most effective way to get the most benefit out of the system. Ideally, it would be best to start at the most senior level that is sponsoring the leadership or talent development […]

The goal of 360-degree feedback is to gather perceived strengths and development areas for talent at all levels of the organization. We accomplish this goal by asking key stakeholders to share their perceptions and observations about the talent’s skills, abilities, personalities, and behaviors. Comparing this information to the participant’s own self-rating 360-degree feedback becomes a […]

“You can’t choose up sides on a round world.”  -Wayne Dyer Often times, a point of confusion arises in identifying who should have the ability to choose raters and who should track progress for 360-degree feedback. In most cases, 360-degree feedback sponsors should have the ability to track and monitor which rater’s participants are to be […]

“I hate to see things done by halves. If it be right, do it boldly, -if it be wrong, leave it undone.”  Bernard Gilpin Selection of raters is important to ensure “buy in” and acceptance of the feedback results by participants because current research suggests that rater source factors explain much more variance in 360-degree […]

“One size does not fit all.” -Paula Dobriensky Little research exists to provide definitive answers as to the best way to present 360-degree feedback results.  However, it is intuitive that participants have different learning styles, and some may prefer to favor the interpretation of either qualitative versus quantitative presentations of results. One study that does […]

This is the first post of a new ongoing series on 360-Degree Feedback Best Practices. New posts in the series will appear each and every Thursday for many weeks to come. Enjoy! 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 […]