Perception’s 360° A Tool For Improving Individual And Organizational Effectiveness
Who Uses Perception’s 360°? Ceridian Partners United Technologies Levi Strauss The Gap St. Paul Insurance U.S. Postal Service Unilever Gift of Life Rohm and Haas F. A. A. La Cabana Resorts Universities-Colleges: Minnesota Wisconsin Indiana Pace St. Thomas Babson Ashridge (UK)
Surveys that provide feedback that indicate how effectively the person is performing specific job-related skills and practices.
Value of 360’s Help individuals improve their performance. Help organizations align the day to day performance of their people with strategic goals. As individuals become effective, so does the organization. Feedback from 360 surveys can be the single most effective catalyst to individual growth and development when used properly.
360° Applications Self Development Leadership Development Performance Appraisal/Management Coaching and Counseling Career Development Team Building Succession Planning Sales Development
360°: Practical Benefits Catalyst for Change Personal Professional Consequences of behavior, actions Identify barriers to career development Increase Influence with Others Identify strengths to build upon Identify areas for development Work more effectively with others Continuous improvement Personal Professional
360° Process Establish scope, purpose and goals of 360° Administer the 360° surveys Deliver feedback Develop action plan Implement action plan & training Conduct Post training
Use Our Surveys Over 100 ready to use 360° feedback surveys Create custom 360° surveys Non 360° surveys Create unlimited surveys in any language
Reporting Options Choose from more than 20 reporting formats One page summaries Multi-page detailed item analysis reports
Uses two scales (or questions) to gather data about the person’s current practices (how often am I doing this now) and the expectations or needs of others (how often should I be doing this now).
Effectiveness is determined by comparing the Current Practices against the Expectations or Needs of others the person works with.
COMPETITOR’S DUAL SCALE Usually compares one rating group to another rating group. Example: Peers vs. Direct Reports
ADVANTAGES OF GAP ANALYSIS OR DUAL SCALE The feedback results focus the rater’s real and immediate needs. The message “your people want more (or less) of a practice” is easier for a person to understand, accept and to respond.
BENEFIT OF A Perceptions “GAP” ANALYSIS 360 FEEDBACK REPORT Shows what the “Majority” wants: Displays a frequency distribution of the responses. This will allow the people to “See inside the averages” and determine how the majority of people evaluate a specific practice.
QUALITIES OF A Perception’s 360° FEEDBACK REPORT Focuses on Behaviors--feedback is provided for each behavior on the survey--not just the Skill Areas. Example: Skill Area Example: Behaviors LISTENING “Allow people to finish what they have to say.” “Display a genuine interest as you speak.”
FIVE SUGGESTIONS FOR USING 360’S Keep the survey focused on the key interpersonal behaviors or skills. Use a practical assessment method that people will accept- not a method people will challenge. Provide a clear and complete feedback report. Plan the proper time to help interpret their feedback results. Get the learner’s immediate manager involved as a “coach.”
FACILTATING 360° SURVEY RESULTS A trained facilitator should work with people to help them accept and understand their feedback. To do this effectively in a group setting with 5-25 people plan for 1 1/2 to 2 hours. Feedback is most effective when the “Guide To Understanding Your Feedback” is used.