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Standard
360 Applications |
The more traditional uses of 360 technology include executive development, leader development, team development and needs assessment. |
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EXECUTIVE
DEVELOPMENT |
The top leaders in your company need feedback because performance problems at their level can produce enormous consequences. Also, it's harder for executives to get feedback as often as they need it. They need feedback about the strategic aspects of leadership, as well as behaviors related to operational leadership and team interaction. |
LEADER DEVELOPMENT |
Managers and supervisors need feedback about operational leadership and team interaction behavior. They need ratings and comments from direct reports, peers and bosses to help them appreciate their strengths and identify areas for development. |
TEAM DEVELOPMENT |
Individual team members can give each other feedback about their team interaction behaviors.
Also, a versatile tool like 20/20® can be used to survey team effectiveness. Instead of focusing on individual skills, the assessment focuses on the team as a unit and its impact on others. Data are collected from a variety of customers and stakeholders and the team develops a plan for improvement. |
NEEDS ASSESSMENT |
When 360 feedback is advanced, it can be used for needs assessment. Executives and human resource managers can study the group and organization data to identify areas that should be targeted for training and development. |
Special Applications |
Because
of its flexibility, you can use 20/20® Insight for other types of multi-source feedback surveys. |
COMPETENCY
DEVELOPMENT |
If
you are developing a list of competencies for a specific job category
or position, you can set up that set of competencies as the subject
to be assessed, rather than an individual. In this case, people who
have knowledge about the job-including those in the position and those
affected by the position-can rate the importance of the proposed behaviors
and make comments about rewording or elimination of a given item. |
SKILL
ASSESSMENT |
360 feedback
is the best way to get highly objective measurements of behavior
that is otherwise hard to measure. Many positions are comprised
of skill areas that are otherwise hard to measure. The core competencies
for a position like project manager, administrative assistant, instructor
or consultant can be researched and set up for 360 assessment. 20/20®
Insight contains researched survey areas for many of these
skill areas, and your organization can conduct its own internal
competency research to develop others. |
EVALUATION
OF TRAINING
PROGRAMS |
You
can introduce 20/20® indirectly by using it as a seminar
evaluation tool at the end of training programs. You develop a customized
set of questions based on the course objectives and give each participant
a respondent diskette upon completion of the workshop or course. You
can share the feedback report with stakeholders so they can assess
the level of satisfaction of program attendees. This occasion opens
the door for a discussion about performance feedback for managers
and employees within the organization. |
LEVEL
3 EVALUATION OF
TRAINING |
After
investing in training and development programs, executives want to
know if performance has improved. 20/20® can measure skills
before and after training and show the difference. The key learning
objectives of the training can be included on the pre-training assessment.
Later, when improvement is expected, the identical assessment can
be administered again. 20/20® can compare the two sets
of data, showing how much skills have improved. |
PERFORMANCE
MANAGEMENT |
In the context of performance management, 20/20® is best used to measure competence-how well people do their work. The 360 feedback is used to diagnose areas for self-improvement; individuals identify strengths and weaknesses so they can set development goals. This information is linked to development action, not to compensation and other personnel decisions. |
ORGANIZATIONAL CLIMATE
SURVEYS |
Climate surveys have been used by organizations for decades to survey values, attitudes, opinions and needs. 20/20® can be configured to collect and report a wide range of useful climate survey data. |
CUSTOMER SATISFACTION
SURVEYS |
Your organization can also use 20/20® Insight to obtain feedback from customers about the company as a whole or about a specific department. Managers can find out what they need to change in order to create delighted, loyal customers.
For example, all U.S. automobile manufacturers track customer satisfaction and present awards to dealerships that achieve and maintain customer satisfaction standards. In order to keep their customers happy, dealerships need to obtain on-going feedback about the performance of their people and about customer's reactions to service. |
MARKET RESEARCH |
Before launching a new product or marketing/sales strategy, you can get input from current and prospective customers with 20/20®. You can prepare and send out a set of questions to find out their opinions and reactions about your planned initiatives. |
Everyone
in your organization needs performance feedback.
