There . . . I’ve said it.
When I googled ’360 degree assessment’, I received over 2,500,000 results (in 0.23 seconds – I love Google!). Even if 50%-75% are not really what we’re talking about today, we’re still in the ballpark of 625,000 results. So there’s a LOT of 360 degree assessments out there.
So we’re on the same page, a 360 degree assessment is: a tool to gather feedback from all around an employee. “360″ refers to the 360 degrees in a circle, with an individual figuratively in the center of the circle. Feedback is provided by subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders.
It’s a powerful tool and used frequently when coaches are initiating coaching with executives. It gives us a better picture of what’s going on in the battlefield.
The funny thing is . . . most assessments are terrible. Why?
- They’ve been around for a long time. Anything with a long half-life in business tends to get bigger, more complex.
- They’ve been institutionalized. When they become standardized, the wrong people start to make them boring and over-reaching.
- They’ve become a business. There are companies who do this for organizations. It’s their job to make it ‘important’ (and big).
- What are Susan’s strengths?
- What are Susan’s weaknesses?
- Anything else you’d like to add?
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P.S. If you’d like more information about how I deliver a 360 degree assessment - Let’s talk. I’ve worked with thousands of executives and find this is a perfect way to start a coaching relationship — call or email me to schedule a complimentary session.