A summary of the Reverse360 tool. Analyze your organizational networks. Find your power centers within each workgroup, this assessment smashes together a traditional 360 and a social network analysis.

1. Reverse 360™
Organizational Network
Analysis
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About Work Effects

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The Company
Our Mission: to transform leader and
culture beliefs to align with business
strategy to create competitive advantage.
• Over 20 years of experience in
leadership and organizational
development
• WE help organizations to
leverage reciprocal trust
• WE inspire leaders to establish
purposeful culture
• WE align organizational culture
with business strategy to drive
performance and results
• WE hold expertise in creating the right:
o Metrics: “You can’t change what you can’t
measure!”
o Methods: the change process and technology
o Movement: facilitation, training, and coaching

4. 4
Work Effects Philosophy
• We passionately care about what we do. Every
organization is unique, and there is always a
better way—one that is smarter, more efficient,
more powerful, more practical, and more elegant
than what has ever been done before.
• We tailor our solutions and involvement to
maximize your internal resources and help
transfer knowledge while reducing costs.
• We do not subscribe to a one-size-fits-all
approach. We embrace the journey of creativity
with our clients. Our reputation demonstrates
the positive effects of our creative and
collaborative approach to bringing about
effective solutions.

5. Practice Areas
• Leadership Development
– Based on the 4R Model of Transformational
Leadership; provides tools such as
Revolution360™, Check-up 360™, Reverse
360™, and Leadership Training
• Culture & Organizational Effectiveness
– Health & Culture Strategy Workshop and Survey
help organizations to create alignment between
their culture and business strategy to build
increase competitive advantage and performance
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6. Clients
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7. Reverse 360
• A multi-rater assessment
where an entire organization
or group participates in the
process at the same time
• Raters choose who they
would like to provide feedback
for rather than participants
selecting who to receive
feedback from
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8. Process
Typical 360 Process
1. Invitation to select raters
2. Rater selection
reminders
3. Selection of raters
4. Rater invitation to
provide feedback
5. Provide feedback
reminders
6. Survey cut-off
Reverse 360 Process
1. Rater invitation to
provide feedback
2. Provide feedback
reminders
3. Survey cut-off
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9. Advantages
• Cycle time reduced from 6 weeks to 2 weeks
• Feedback completely anonymous
• Item sets are significantly shorter / Survey length < 5
minutes
• Raters more qualified
• Higher participation levels
• Participants still receive individual feedback
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10. Reverse 360™
Social Network Analysis Traditional 360 Assessment
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11. Reverse 360™ Scoring
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• The more
frequently
someone is
rated, the larger
their perceived
influence
• Key influencers
or high-influence
individuals are
represented as a
larger node

12. Reverse 360™ Scoring
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• Scores are normalized
• +1 = if this was the
highest overall ratings
given by the rater
• -1 = if this was the
lowest overall rating
given by the rater
• 0 = all other ratings by
the rater
• Scores for an
individual participant
are averaged across
their related raters.
[ +1, +1, 0,0,0 = 0.4
]
• Normalized
distribution is used to
determine the cutoff
data points
• +/- 0.3
• Green = <0.3
• Yellow = -.0.3-+0.3
• Red = >-0.3

13. Case Study—Sales
Develops valuable client relationships?
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14. Case Study—Traders
Properly manages the balance between risk vs. return?
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15. Case Study—Managers
Positively motivates team to achieve superior results?
“Your results had
definite impact with our
management as they let
this manager go
immediately, and
everyone in the
department verbally
cheered as this person
has been cancerous to
the organization for over
20 years.”
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Kathy Goldreich
SVP Learning &
Development
Citigroup

16. Leadership Culture Performance Results
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Trust. Transform. Perform.
527 Marquette Ave S, Suite 900
Minneapolis, MN 55402
www.work-effects.com
612.333.4272