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Results-Oriented 360 Degree Feedback Tools

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Establishing the Timeline for the 360-Degree Feedback Process

February 16, 2012 by Sandra Mashihi

“How does a project get to be a year behind schedule? One day at a time.”    Fred Brooks Most 360-degree feedback processes share a common timeline. The recommended process below will give you an idea of how long each step in a complete 360-degree feedback process might take, although it is highly dependent on [...]

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Pros and Cons of Using 360-Degree Feedback with a Personality or Style Assessment

February 9, 2012 by Sandra Mashihi

“I have become intrigued with the combining of seemingly unrelated ideas or images, or the drawing upon the many, sometimes dissimilar, meanings a word might have.” -John Barton In general, skill or competency based 360-degree feedback assessments provide data on how participants are perceived by others, while personality and style assessments provide insights about why [...]

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Interpreting 360-Feedback Results: WHO Should Do It?

February 2, 2012 by Sandra Mashihi

“Better than a thousand days of diligent study is one day with a great teacher.” -Japanese Proverb “Best practices” in using 360-degree feedback suggest that having someone debrief the report is important to manage potential negative emotions surrounding the data, increase the understanding of rater differences, and facilitate developmental planning (Nowack, 2005). However, the process [...]

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To Share or NOT to Share 360-Degree Feedback Results

January 26, 2012 by Sandra Mashihi

“What one hides is worth neither more nor less than what one finds. And what one hides from oneself is worth neither more nor less than what one allows others to find.”  -Andre Breton In most 360-degree feedback processes used for developmental purposes, the participant is the only person who gets to keep a copy [...]

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How Should 360-Degree Feedback Data be Collected and Shared?

January 19, 2012 by Sandra Mashihi

“Efficiency is doing things right; effectiveness is doing the right things.  -Peter Drucker Once the 360-degree feedback tools have been taken, the next step is to collect the information then share it. It is important to ensure that how 360 degree feedback is process and shared is done effectively to ensure to maximum results. Today, [...]

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How to Minimize Confusion Caused by Rater Disagreements in 360-Degree Feedback?

January 12, 2012 by Sandra Mashihi

“Now that I have you thoroughly confused, let me pause to hear your own dismayed cry.”  -Ray Bradbury Current research suggests that rater agreement will indeed vary in 360-degree feedback assessments largely because feedback research shows that different rater sources provide unique, performance-relevant information (Nowack, 20091; Lance, Hoffman, Gentry & Barankik, 20082). Given these findings, [...]

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Different Strokes for Different Folks? Best Ways of Presenting 360-Degree Feedback…

January 5, 2012 by Sandra Mashihi

“One size does not fit all.” -Paula Dobriensky Little research exists to provide definitive answers as to the best way to present 360-degree feedback results.  However, it is intuitive that participants have different learning styles, and some may prefer to favor the interpretation of either qualitative versus quantitative presentations of results. One study that does [...]

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How Should the 360-Degree Results Be Reviewed With a Client to Optimize Motivation & Action for Behavioral Change?

December 22, 2011 by Sandra Mashihi

“You don’t make progress by standing on the sidelines, whimpering and complaining. You make progress by implementing ideas.” -Shirley Chisholm “Best practices” in 360-degree feedback processes suggest that the greater transfer of learning and goal setting occurs when a manager or coach helps participants understand and debrief their reports (Nowack, 2009). All too often, vendors [...]

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Toss ‘em or Keep ‘em? What To Do With Harsh Open-Ended Comments in 360-Degree Feedback?

December 15, 2011 by Sandra Mashihi

“A pleasant illusion is better than a harsh reality.” -Christian Nevell Bovee Open-ended comments have some clear benefits and disadvantages. Participants generally find comments from open-ended questions useful and a great way of clarifying the sometimes confusing quantitative scores (e.g., when rater agreement is low but average scores are moderate or moderately high). Open-ended comments [...]

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Dangers of Open-Ended Questions to Participants in 360-Degree Feedback

December 8, 2011 by Sandra Mashihi

“The other day I got out my can-opener and was opening a can of worms when I thought, What am I doing?!” -Jack Handey The usefulness of having qualitative comments in 360-degree feedback interventions is not widely debated. In fact, before online administration of 360-degree feedback assessments was even possible, most coaches and consultants relied [...]

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The Secret to Rolling Out a Successful 360-Degree Feedback Intervention

December 1, 2011 by Sandra Mashihi

“He who fails to plan, plans to fail.” -Winston Churchill  When implementing a 360-degree feedback system, it is best to strategize the the most effective way to get the most benefit out of the system. Ideally, it would be best to start at the most senior level that is sponsoring the leadership or talent development [...]

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Advantages and Disadvantages of Online vs. Handwritten 360-Degree Assessments

November 28, 2011 by Sandra Mashihi

“I was afraid of the internet… because I couldn’t type.” -Jack Welch The two most popular approaches for data collection are online or paper-and-pencil surveys. While, the majority of vendors and companies today utilize Internet-based administration systems, several studies have verified that there is equivalence in using online methods and handwritten tools. For example, Penny [...]

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Should Participants Be Told Who Has Completed Evaluating Their 360-Degree Feedback?

November 17, 2011 by Sandra Mashihi

“I want to be normal. I really want anonymity.”  -Emma Watson Much research verifies that when raters are held accountable or identified, they tend to inflate ratings on 360-degree feedback assessments, because they are concerned about the repercussions of low ratings. Thus, the anonymity of raters does appear to ensure more accurate ratings (Morgeson, Mumford, [...]

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Who Should have the Ability to Identify Raters and Track Progress for 360-Degree Feedback?

November 10, 2011 by Sandra Mashihi

“You can’t choose up sides on a round world.”  -Wayne Dyer Often times, a point of confusion arises in identifying who should have the ability to choose raters and who should track progress for 360-degree feedback. In most cases, 360-degree feedback sponsors should have the ability to track and monitor which rater’s participants are to be [...]

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Circle of Trust or NOT: How to Keep the Confidentiality of 360-Degree Feedback

November 3, 2011 by Sandra Mashihi

“I’m not upset that you lied to me, I’m upset that from now on I can’t believe you.” -Friedrich Nietzche Confidentiality is an important aspect of 360-degree feedback for both participants and respondents. It is necessary to ensure that everyone that participates feels able to answer honestly and candidly. If there are any doubts around [...]

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