Download a sample Leadership Intelligence 360 Survey to see how we measure the most important leadership competencies. See how the Derailer section identifies those behaviors that undermine a leader's effectiveness. Then look at the 360 degrees feedback report to see how the results are displayed to highlight gaps in perception and comparisons to our benchmarks.
Sometimes it's tough to give and receive 360 degree feedback in a way that results in change. We make the process safe and easy. Our assessment advisors guide you along the way, and handle all of the complex logistics of survey administration. We develop the survey, create the timeline, manage rater lists, send out reminders, and generate the reports so you can focus on what is important; creating personal development and change.
Many people are surprised by feedback they receive. It can be an emotional process. We may miss the overall message being sent by the feedback. This is why one of the most important parts of the process is for the participant to talk through the results and create a personal action plan. DecisionWise provides expert coaching, or can show your team how to debrief survey results and coach internally. 360 degree feedback creates self-awareness; coaching helps participants use this new information to change.
It has been core to what we do since 1996. We are internationally recognized experts in 360 degree feedback. We provide both standardized and customized surveys, confidential online administration by dedicated assessment advisors, easy-to-read reports, and expert coaching on the results.
We have the most advanced multi-rater feedback technology in the industry, but we're not just 360 feedback software providers. We are a team of experts that offer best-practice advice, caring service, and customized solutions to your employee feedback needs.
360 feedback is a development process that provides a safe environment for a person to receive candid feedback from peers, supervisors, subordinates, and other individuals with relationships key to his or her success.
Perhaps surprisingly, 360 feedback has been in use since 1940, and has evolved to become a very effective management tool in employee development. 360 feedback grew out of the use of a training method called “T-groups” or training groups where participants met with their peers who were encouraged to share feedback in an open session facilitated by a trained moderator. 360-degree feedback was a difficult process to administer for early adopters because of the time and effort needed to collect paper forms, collate the data, and produce a summary report. These obstacles were overcome with advances in technology that now allow the entire process to be conducted online increasing confidentiality and greatly speeding up the process. Today, about one third of all companies and 90 percent of of Fortune 500 companies use some type of 360-degree feedback.
The term “360” refers to the degrees of a circle, with an individual figuratively in the center of the circle. Feedback about a person’s behaviors and performance is provided by subordinates, peers, and supervisors. 360-degree feedback also includes a self-assessment and, in some cases, feedback from external sources, such as customers and suppliers or other interested stakeholders. Most participants will receive feedback from a total of eight to 15 people. Raters should only be those that have a close working relationship with the participant.
The survey normally includes between 40-80 questions that measure a series of competencies and behaviors most important to an organization or to an individual’s success. Competencies may include: Communication, Teamwork, Results Orientation, Planning and Organization, etc. Raters are asked to rate the participant on each statement (behavior descriptors) using a Likert scale (5-point or 7-point scales). 360 feedback surveys typically include a few open-ended questions to collect qualitative feedback. The surveys take between 8-15 minutes to complete depending on length.
A safe and confidential way to create self-awareness.
Sometimes it's tough to give and receive 360 degree feedback in a way that results in change. We make the process safe and easy. Our assessment advisors guide you along the way, and handle all of the complex logistics of survey administration. We develop the survey, create the timeline, manage rater lists, send out reminders, and generate the reports so you can focus on what is important; creating personal development and change.
Don't do a 360 feedback survey without coaching on the results (really, don't).
Many people are surprised by feedback they receive. It can be an emotional process. We may miss the overall message being sent by the feedback. This is why one of the most important parts of the process is for the participant to talk through the results and create a personal action plan. DecisionWise provides expert coaching, or can show your team how to debrief survey results and coach internally. 360 degree feedback creates self-awareness; coaching helps participants use this new information to change.
We are fanatics about 360 degree feedback.
It has been core to what we do since 1996. We are internationally recognized experts in 360 degree feedback. We provide both standardized and customized surveys, confidential online administration by dedicated assessment advisors, easy-to-read reports, and expert coaching on the results.
We have the most advanced multi-rater feedback technology in the industry, but we're not just 360 feedback software providers. We are a team of experts that offer best-practice advice, caring service, and customized solutions to your employee feedback needs.
What is 360 degree feedback?
360 feedback is a development process that provides a safe environment for a person to receive candid feedback from peers, supervisors, subordinates, and other individuals with relationships key to his or her success.
What is the History of 360-degree Feedback?
Perhaps surprisingly, 360 feedback has been in use since 1940, and has evolved to become a very effective management tool in employee development. 360 feedback grew out of the use of a training method called “T-groups” or training groups where participants met with their peers who were encouraged to share feedback in an open session facilitated by a trained moderator. 360-degree feedback was a difficult process to administer for early adopters because of the time and effort needed to collect paper forms, collate the data, and produce a summary report. These obstacles were overcome with advances in technology that now allow the entire process to be conducted online increasing confidentiality and greatly speeding up the process. Today, about one third of all companies and 90 percent of of Fortune 500 companies use some type of 360-degree feedback.
How Does the Process Work?
The term “360” refers to the degrees of a circle, with an individual figuratively in the center of the circle. Feedback about a person’s behaviors and performance is provided by subordinates, peers, and supervisors. 360-degree feedback also includes a self-assessment and, in some cases, feedback from external sources, such as customers and suppliers or other interested stakeholders. Most participants will receive feedback from a total of eight to 15 people. Raters should only be those that have a close working relationship with the participant.
What is a 360 Feedback Survey?
The survey normally includes between 40-80 questions that measure a series of competencies and behaviors most important to an organization or to an individual’s success. Competencies may include: Communication, Teamwork, Results Orientation, Planning and Organization, etc. Raters are asked to rate the participant on each statement (behavior descriptors) using a Likert scale (5-point or 7-point scales). 360 feedback surveys typically include a few open-ended questions to collect qualitative feedback. The surveys take between 8-15 minutes to complete depending on length.
