“Not everything that can be counted counts and not everything that counts can be counted.” –Albert Einstein Upon receiving the 360-degree feedback results, individuals often feel challenged about how to interpret their results in a meaningful way, particularly when there are differences between views of rater groups. Should participants of the 360-degree feedback focus their […]

“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 […]

“There are so many pieces to the puzzle.” –Jimmie Johnson In most 360-degree feedback interventions, it is fairly common to compare one’s self to those of other raters such as the manager, direct reports, colleagues, and external customers.  The type of raters that should provide feedback to participants will depend on a number of factors […]

This free exercise, and dozens of others, were created for our book, Clueless: Coaching People Who Just Don’t Get It. You can learn more about Clueless by visiting our site or you can buy it from amazon.com today. Purpose of Exercise: Help clients identify the things they like most and least like about themselves. How to […]

 “Culture is a framework in which we communicate.” -Stephen Roberts  There is increasing use of 360-degree feedback in different cultures and countries, as multi-national companies use it throughout their organizations. Differences in 360-degree feedback rating and interpretation should be expected to some degree in other cultures. Some dimensions that appear to be important include individualism […]

 “We the willing, led by the unknowing, are doing the impossible for the ungrateful. We have done so much, with so little, for so long, we are now qualified to do anything, with nothing.” -Mother Teresa Most researchers support the idea that some level of training is required to professionally and ethically provide feedback using […]