Hire us to find the talent that is the right fit for your company.
Bring out the best potential for new growth within your organization.
Make sure you have the right leadership in place when navigating growth, mergers and acquisitions.
Create an ideal corporate culture where individuals work as a team.
By holding up the mirror, 360-Degree Feedback allows leaders to see themselves as others see them. While successful leaders often have a high degree of self-awareness, the unfortunate truth is that, for many leaders, self-ratings are the least accurate. People rate themselves on their intentions, and others rate them on their behavior. While sometimes these are aligned, oftentimes they are not, leading people to have blind spots. These are weaknesses that everyone else knows the person has, but the person does not see.
Whether you want to enhance the leadership skills of your high potentials or help a struggling leader get back on track, 360-Degree Feedback is a powerful development tool. 360-Degree Feedback, also known as multi-rater feedback, is a widely adopted, talent development tool used by most of the Fortune 500, but also by small- to mid-size firms. This feedback survey provides your leaders with candid, anonymous feedback on important skills and competencies, as rated by the people who work with them every day, so they can learn, grow and enhance their skills.
Nobody’s perfect. Including the leaders you’ve entrusted to operate your company. But ineffective work behaviors are hard to change if you don’t recognize them. In fact, without accurate and candid feedback from an objective third party, it’s very hard to bring about the kind of change that increases measurable effectiveness. Period. With 360-Degree Feedback from Leadership Alliance, we hold up the mirror to leaders so they can identify the following:
What makes one effective early on in their career development are not the same skills that make them effective as they rise through the ranks to more senior levels in the organization.
Early on, competencies such as Driving Results and Being Action Oriented are important for success, but as one moves up, other competencies become more important, and those early competencies sometimes become less important.
It can be incredibly insightful to a leader to learn that he/she is over-relying on those competencies that got them into a leadership role in the first place, and not shifting to the competencies that will lead to success today, like Collaboration, Managing Vision and Purpose, and Strategic Agility.
As part of the 360-Feedback process, your leaders receive anonymous feedback from a variety of raters, which can include: their boss, peers, direct reports, customers and others. The person also rates themselves on the 360-degree review, which allows them to compare their self-perception to the ratings of others.
Why is it important to get ratings from different rater groups? Some leaders manage different groups quite differently. Some manage up to their boss really well, but can be quite harsh to their direct reports. Others are fully supportive of their team, but don’t connect as well to their peers.
The value of the 360-feedback process is that leaders get a birds-eye view of how different groups of coworkers within the organization view them. While the boss’s ratings stand alone, ratings from peers, direct reports and other coworkers are aggregated into those groups so the data from any one person is anonymous.
As independent associates, we leverage a variety of tools to best meet the needs of our clients. These include the new KSA suite of 360 tools from TalentTelligent and Korn Ferry’s widely known KF360. Based on 30 years of research in leadership development and employee engagement, these offerings cover the spectrum of competencies key to success in managerial and executive roles.
Our online, fully customizable surveys measure your leaders across many competencies, which cover the gamut of leadership levels across your organization. Since the surveys are fully customizable, organizations can choose to select competencies (soft skills), or may select a subset relevant to the role or organization. The new TalentTelligent framework even breaks down the competencies (practices) by level based on what research has shown is most critical for each level (Leader, Manager, Individual Contributor).
Another key feature of our 360 survey tools is that, not only is the skill level of the person measured, but raters are asked to indicate how important each competency is to the success of this individual. This allows the person to really home in on those competencies that will give them the biggest bang for the buck from a development perspective. Finally, open-ended questions allow raters to put in specific comments regarding strengths and areas for development.
There are two types of 360-Degree Feedback processes: those for development, and those for performance appraisals, and it is very important to differentiate between the two.
Feedback for development is a confidential process, where only the feedback recipient and the coach have access to the data. We strongly encourage that the participant share with their boss both what they learned from the 360-Degree Review process, and their action plan to leverage strengths and shore up areas for development.
360-Degree Reviews for performance management, on the other hand, are not a confidential process and use a different type of rating scale, which looks at specific behaviors, versus rating the overall competency.
The purpose of the 360-feedback should be transparent from the beginning. Otherwise, if people expect it to be a confidential process, but it ends up being used for performance reviews instead of development plans, it will lose credibility quickly.
Leadership Alliance can manage and deliver the feedback using our staff of highly trained Ph.D. consultants, or we can teach you to manage the process in-house.
Hire us to find the talent that is the right fit for your company.
By bringing out the best in your people, we also bring out the best potential for new growth within your organization.
When you’re focused on people due diligence for your next merger or acquisition or finding the high-potentials in your organization, our proven process will help make sure you have the right tools to succeed.
We can help you create an ideal corporate culture where individuals work as a team with one common goal: building your business.
