Envisia Learning

“Tell me what you pay attention to and I will tell you who you are.” -Jose Ortega y Gasset Personality does indeed influence how participants react to 360-degree feedback, how motivated they will be to act on the suggestions and observations of others, and how likely they will be to implement and sustain new behaviors [...]

“You miss 100% of the shots you don’t take.” -Wayne Gretsky A fundamental issue that comes up in practice has to do what to do once 360-degree feedback has been implemented. How do we maximize the use 360s to ensure our client’s behavior change? Organizations that implement a systemic approach to talent development with support [...]

“The great thing in the world is not so much where we stand, as is what direction we are moving.” -Oliver Wendell Holmes When we think of revisiting the implementation of 360s, we want to consider the time needed to make meaningful behavior change, and for that change to be seen by others. We recommend [...]

“If you can’t be a good example, then you’ll just have to serve as a horrible warning.” -Catherine Aird Generally, 360-degree feedback processes, in order to be effective, depend on the participant, the coach, and organizational factors to support the receptivity, acceptance, and leveraging of feedback for enhanced insight and behavior change.  When the organizational [...]

“Be careful whose advice you buy, but be patient with those who supply it.” -Mary Schmich Differences between raters on 360-degree feedback assessments are common, and research suggests that the different rater groups are often only moderately associated with each other (Nowack, 1992). However, these meaningful rater group differences might also be a point of [...]

“Qui tacet consentit.” (Translation: Silence means agreement) -Cicero Ovid Seneca Dispersion, agreement, or variance within rater groups is important to measure and report back to participants in 360-degree feedback reports because current research suggests only moderate correlation within rater scores (Nowack, 2009). At Envisia Learning, Inc., we provide up to three different types of metrics of [...]

 ”Remember, half the people you know are below average.” -Unknown Coaches, consultants, and organizations might prefer to use one type of standardized score over another in feedback reports. For example, z-scores often result in scores that are negative if they are below the mean, which could create an emotional reaction on the part of participants [...]

“If you compare yourself with others, you may become vain and bitter, for always there will be greater and lesser persons than yourself.” -Max Ehrman All vendors tend to aggregate results from different rater groups in 360-degree feedback reports in some manner to facilitate the interpretation, understanding, and acceptance of data.  Most commonly, aggregate data [...]