“The most fundamental aggression to ourselves, the most fundamental harm we can do to ourselves, is to remain ignorant by not having the courage and the respect to look at ourselves honestly and gently.”
― Pema Chödrön
Today we wrap up our mini-series on individual assessments with a look at the “queen” of all self-evaluations, the most intense and thorough survey one can engage in: the 360-degree assessment. A 360-degree assessment is a powerful tool for gathering feedback from one’s supervisors, peers, and direct reports. It provides a well-rounded report of behavior from all degrees of interaction. This feedback is confidential, anonymous, and typically captured via a blend of fixed and open-ended questions. Brighter Strategies believes in the power of multi-rater surveys to improve employee satisfaction, increase self-awareness, and boost teamwork.
Assess 360 is one such multi-rater feedback tool that collects confidential and constructive developmental feedback on observed job behaviors. It is competency-based, reinforcing the link between one’s skills, behaviors, and values. Therefore it identifies strengths and weaknesses in relation to one’s job performance.
Organizational development consulting firm Brighter Strategies uses Assess 360 to provide organizations with a means to identify strengths and areas for development that will have the greatest impact on job effectiveness. Assess 360 is an individual assessment that reaps tremendous benefits for teams, too, by providing an opportunity for honest feedback from co-workers, therefore improving group work overall. Next month we will explore how assessments serve to strengthen leadership teams in particular.
Assess 360 at work
Jerry has been at his new role for 12 months, and it’s performance review time. For the past year he has worked consistently with his direct reports to set strengths-based goals, manage conflict, and provide continuous performance feedback. Now that his staff have been working toward their goals for a year, Jerry decides to use Assess 360 to more thoroughly capture well-rounded feedback for each of them.
His team receives a report with results for various competencies including visioning, championing change, integrity, and continuous learning, among others. Each competency is assigned a score based on assessments from self, boss, peer, and any direct reports. Individual scores are then combined to show an average score based on total feedback.
Armed with such detailed feedback, Jerry’s employees have a complete view of their strengths as they review past performance and set goals for a new year. After having completed several prior individual assessments before tackling the culminating Assess 360, the group is not daunted by the candid feedback; rather, the staff looks forward to the next team meeting when they can debrief and share the insight gained from this multi-rater tool.
Next month we will continue our series on assessments with a look at how to apply such concepts and tools for leadership team development. For more information on how organizational development consultant Brighter Strategies can partner with you to implement assessments in your organization, contact us here.