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360 Degree Tools
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360 Degree Tools
Discuss how to choose system that will yield the best results, as well as how to maintain it, and how to calculate its return on investment.
What are some of the top 360 Degree products being used today? We`re looking into a few - Lominger, Insight and Profiles. This is within our management development program and a new approach for us.
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Forums » Topic Forums » Technology Forum » 360 Degree Tools
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360 Degree Tools
posted at 6/28/2004 4:59 AM EDT
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Posts: 44
First: 5/28/2003 Last: 10/15/2004 |
They are only as good as the buy-in you get from the participants. Don't make your decicion from price, but from fit. What's the point of using a $25 test that isn't aligned with your output needs and doesn't have a 'next step' after the gap analysis.
So let's say you have that. Is the output for the benefit of the 'self' or the 'boss' or some other agenda. The test and the output need has to align. What's the delivery, the language requirements. Look at what sort of 'decoder ring' you need to use in order to interpret the information. If you need 'certifications' or a consultant to decode, you're opening the door to subjective reads and overrides, not to mention real dollars. Hand a REAL sample report to someone not in the loop on this project and see if they go "WoW!" or if they look back at you and ask if you're kidding. Or maybe they tell you they already know that stuff. Only deal with those that pass the wow test. Is the gap information keyed to business behavior, business competency, or psychobable. If you're looking for behaviors, competencies are useless. In all but academic land, the psychobable is of no use to anyone. Look to see what happens AFTER the 360 is done. Is there a training module, integrated to whatever gaps you deem important. Who is going to coach? External or internal? Are the reports of any use to them. Is there a comparison level report that shows gap changes, that shows department or other organization level roll ups of strenghts...weaknesses. This way you can show change as it happens, pace your training to the needs and gauge participation. If 35 of 40 assessed are week on Development of Others, perhaps that would be better served with classroom style training from an ROI impact. Where will that come from. If one person of the 40 shows a weakness, then eLearning may be the solution. Where's that come from? I guess what I'm telling you, is examine what the results are you need. Fully. How did you come to that conclusion. Are the participants going to participate once you put this in motion or will it be viewed as "I did that once before...what a waste". That's defining the scope of work. Then find the solution set that get's as close to what you need as you can find and run with it. |
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360 Degree Tools
posted at 6/28/2004 10:47 AM EDT
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Posts: 977
First: 12/25/2001 Last: 10/3/2010 |
Be sure to prepare your managers to receive the feedback and be sure to prepare your employees to honest feedback. What will you do with the feedback report? How will you use the feedback report to help change the behaviors of your managers? |
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360 Degree Tools
posted at 2/8/2006 4:55 AM EST
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Posts: 2
First: 2/8/2006 Last: 2/8/2006 |
Take a look at LOFT (Leadership Online Feedback Tool) from Globalpark:
http://www.globalpark.de/eng/software/360-degree-feedbacktool.html By, Michael |
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360 Degree Tools
posted at 2/9/2006 4:55 AM EST
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Posts: 6
First: 2/9/2006 Last: 6/13/2006 |
We've looked at Lominger, SuccessFactors and Halogen in the past. We decided to go with Pilat's 360 online tool since we were already using their talent management system.
However, the other posters are right, in that, the correct process needs to be in place first before you bring in any technology solution. Then you should go out and find a solution that will support your specific process, competency models, time scales, etc. Our 360 fortunately supported what we had in place and the results carried over into our people's individual development plans. Good Luck. |
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360 Degree Tools
posted at 3/8/2006 6:35 AM EST
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Posts: 2
First: 3/8/2006 Last: 3/8/2006 |
I would definitely agree with others, how do you see this fitting in with your workforce performance management strategy. Do you already have an applciation that you use? We looked at several tools and ended up going with SuccessFactors. I am happy to discuss more if you have any detailed questions about our experience.
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360 Degree Tools
posted at 6/29/2008 1:43 AM EDT
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Posts: 71
First: 12/6/2006 Last: 3/16/2011 |
Hi
as others have said - do not just select a look because it 'looks good' it but measure what you want and need to measure and the style of the tool must match the culture of your organization. 360 tools can be highly effective when selected correctly - or can be highly damaging if missed placed. There are many software applications (i.e. http://www.camsp.com - Keypoint) which will allow you to design your own and deploy on paper or intranet/ web - BUT you must make sure that the questions you include are well tested and actually measure what you want to measure - consistently. Designing this type of tool is much more difficult than some providers would like you to think. If you are contracting a consultant to design questions for you make sure they show you how they have developed the questions and their testing methodology (this is really important) Mike http://www.rapidbi.com |
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360 Degree Tools
posted at 12/19/2009 5:07 AM EST
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Posts: 1
First: 12/19/2009 Last: 12/19/2009 |
If you want a more affordable option than check out http://feedbackedge.com. |
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