| The
following tips are from 360 Feedback
by John E. Jones, Ph.D. and William L.
Bearley, Ed.D. Drs. Jones and Bearley
are experienced professors and consultants
who have done substantial work in the
field of employee surveys and 360° feedback
with numerous public and private organizations.
Easy-to-Sell Options
One-on-one consultations with individual
leaders. Often you can establish
sufficient rapport with one or more highly
situated organizational leaders that you
can sell them on the idea of conducting
360 degree assessments on themselves. Then
you can implement a plan such as the following:
1. Adapt the Survey of Needed Competencies
to your situation. Develop a customized
assessment instrument for the particular
leader, getting his or her buy-in for the
content, scale, and format.
2. Conduct the survey with the leader.
3. Analyze the data and prepare a confidential
feedback report.
4. Work through the data and planning with
the leader.
5. Assist the leader in following through
on his or her self-directed action plans.
Needs assessment for a new
management development course. Use
360 degree assessment on potential
Course participants instead of the
traditional anonymous needs-assessment
survey. Use a plan such as the following:
1. Analyze your course-design options.
2. Identify "target" leaders.
3. Solicit their cooperation with peer-
and subordinate-feedback assessments
of them, along with their self-ratings.
4. Conduct the survey and prepare individual
feedback reports.
5. Draft the course design to cover what
you identify as common opportunities
for improvement.
6. Deliver the reports and the design
draft to the prospective attendees.
7. Schedule the course and recruit participants. |
