A peek to CR System's 360 Degree Feedback Report. How HR consultants and coaches can leverage on this powerful tool to support the feedback process and development plans. Report can be customised to suit your coaching style and branding needs.
What graphs and charts are most powerful for
360 Feedback Reports?
How do they bring out meaningful analysis and provide
motivation for development?
Designed to be able to print B&W and
colour blind options.
gives a rounded overview of all
the competency ratings, which is
great for HR coaches to kick off
the conversation and prepare the
subject for the rest of the report.
Colour Coded Bar Chart
is one of the clearest and most intuitive way to understand data. With so much
information to digest, it is necessary to keep the presentation simple.
Used consistently for the
average ratings of the
Competency and the ratings
of each Behaviour under the
is great for displaying the distribution of each individual’s rating.
Breaking down the scores
allows outliers to be
identified and gives a richer
This is beneficial for the
subject to reach acceptance
for the final outcome.
used as a guidance or indicator with sensible coaching can be bring depth to
the data and be motivating for subjects.
Two main types of benchmarking:
1. Compare to average 2. Drawing the capable line
In this example…
Tier 1: Effective Team Work
Tier 2: Motivation (and other 2
Tier 3: The behaviours.
Three Tier Rating
Some companies like to stratify their
360º competency framework to have
top line aspirational traits or words
above the specific competences.
Then the rest of the information
flows as a standard report.
indicates the degree of agreement.
The numbers in the boxes show the
range of consistency between the
ratings from oneself and each group.
The colours correspond to the
significance of agreement or
differences in opinions.
It is helpful to know how aligned
people are in their perception of one’s
provides a crucial context and richer picture of the behaviours that can often be
hidden by simple scoring.
An important part of the 360º experience is to offer as diverse of a range as possible
to create a picture of a person’s behaviour as perceived by everyone else.
Describe what, in your opinion, John Snow does well in this area?
o Snow has a good understanding of the company’s vision and strategy. His views are
valued in strategic debates.
o Delegating responsibility to the team for developing the divisional business planning.
o Has clear strategic mind.
o Snow is a great champion for his team and takes every opportunity to explain how well
they have done to achieve goals in very adverse circumstances.
o Strong at company level, little experience of role at division.
o He has a clear understanding of the business needs and work well towards that.
Describe what, in your opinion, John Snow could do differently
that would improve his performance in this area?
o Implementation of ideas needs to be more evident.
o Although happy to take responsibility for improvements a tendency for them not to be
driven to completion.
o Try to be less “clever” with objectives and goals and be more specific.
o More conscious effort to ensure wider business alignment when making significant
o Improve communication with his subordinate team on business and strategic issues.
o Needs to broaden his perspective beyond the confines of his own division and their
Strengths & Weakness
An understanding of the best and least
developed behaviours, particularly when
colour coded by Competency, provides
yet another view of the “picture” and
enables an individual to choose the most
appropriate areas to focus upon on their
Rating rankings can use percentage or
provides a powerful insight into the
unconscious behaviours that we all
By showing the extremes of differences
between and individual and everyone
else’s opinion on his/her behaviour we
can highlight areas for discussion.
This is often one of the most revealing
parts of a 360º report.
As a coach CR Systems’ 360˚ Feedback Report is a
powerful tool, it gives learners clarity and raises
self-awareness. I used it in my previous company
and did not hesitate to use them again when I took
over the Development department here in NEC.
- National Exhibition Centre Group
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