Leadership comes with a tremendous amount of responsibility. The growth of your organization as well as those you are leading lands squarely on your shoulders. A 360 Self Assessment is a powerful tool that allows leaders to hone their skills and evaluate other potential leaders within their organization.
Every company needs effective leaders throughout the organization, but that importance is often overlooked. It is ironic that businesses will often choose successful projects that hinge on strong leadership over the cultivation of those leaders.
It is important to develop a successful leadership development program that will strengthen current leaders and provide a clear pathway for potential leaders to learn and grow.
In many organizations, performance reviews are conducted by supervisors who may not even be familiar with the leaders they're assessing.
While this approach may work for some, a
A 360 assessment provides a holistic view of leadership abilities,
It can also uncover qualities that typical reviews don’t, like interpersonal skills and the ability to be a team player.
To fully utilize these assessments, there are some guidelines that facilitators and raters must understand. We'll explain those guidelines and how your organization can use 360 assessments to more effectively manage its leaders.
Topics: 360 assessments
Organizations are always exploring ways to increase productivity, improve the relationships of their employees in the workplace and craft positive and productive cultures.
One way in which they do this is through the assessments of their employees and the subsequent training that occurs due to the findings of these assessments.
Questionnaires, assessments, evaluations and skills tests abound in every industry, for every purpose and for almost every phase of an employee’s career.
Generally, we write for business owners and human resources personnel. Not this time. This article is for people searching for a promising job or who want to move up the ranks in their current company.
Every supervisor should consider how to best evaluate their employees. For most, you probably can't help but think about it.
But the next step is actually going about it.
Once you embark on a deliberate program of assessing your employees, questions will begin to arise:
- Will the evaluation be a numerical rating scale?
- Do you want your employees to have more of a formative observation with feedback?
- Will your organization’s employee evaluation be a performance appraisal?
- Are you evaluating an employee on a specific event?
Ken Blanchard once stated: “Feedback is the breakfast of champions.” This holds true and is essential for any endeavor, whether athletics, business or academia.
Feedback is necessary to adjust the rudder of your organization's "ship." The more feedback you give and receive, as long as it’s quality feedback, the better for your employees and for your organization.
Quality feedback increases worker engagement, which increases productivity. In fact, companies with engaged employees outperformed those with disengaged employees by 202%.