“I’m not upset that you lied to me, I’m upset that from now on I can’t believe you.” -Friedrich Nietzche Confidentiality is an important aspect of 360-degree feedback for both participants and respondents. It is necessary to ensure that everyone that participates feels able to answer honestly and candidly. If there are any doubts around […]

 “The past is behind, learn from it. The future is ahead, prepare for it. The present is here, live it.” -Thomas Monson An interesting study by Robert Hooijberg and colleagues, looked at what makes coaching effective, surveyed 232 managers from diverse organizations (Hooijberg, & Lane, 2009) ((Hooijberg, R. & Lane, N. (2009). The five-factor model […]

“People might be delaying some purchasing decisions and in the short-term, that’s considered a negative.” -Adam Adelman When looking for the appropriate 360-degree feedback tool, many people are often uncertain about whether they should use a customized 360-degree feedback tool or just buy a vendor’s off-the-shelf tool. Most people think that if the 360 is customized, […]

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 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 […]