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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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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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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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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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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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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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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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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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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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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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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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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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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October 27, 2011 by Sandra Mashihi
“Dare to risk public criticism.” -Mary Kay Ash It is not at all uncommon for recipients to experience strong emotional reactions to both the quantitative and qualitative sections of multi-rater feedback reports generated by organizations and vendors selling these assessments1. For example, Smither and Walker (2004) analyzed the impact of upward feedback ratings as well [...]
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October 20, 2011 by Sandra Mashihi
“Seldom, very seldom, does complete truth belong to any human disclosure; seldom can it happen that something is not a little disguised, or a little mistaken.” -Jane Austen When implementing a 360-degree feedback tool, stakeholders often have a number of questions about the following issues: Purpose of the 360-degree feedback intervention Deadline dates to collect [...]
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