An interesting article from Ladders*: it seems that 360 Degree Feedback is being used as part of a business school’s application process. New York University’s Stern School of Business has decided that relying on individual applicants’ ‘personal statement’ has not been a reliable indicator of their empathy and emotional intelligence.
In this report, we’ll share the 10 key questions that organisations ask when they are thinking about using 360 Degree Feedback for development or performance. The report includes questions like ‘where do we start’, ‘how many questions should we ask?’, and ‘what should the 360 report look like?’ If you’re
A recent article* from the ATD reports on how organisations are rethinking performance management. Two of the three key issues with most performance management processes are identified as biased evaluations and infrequent feedback. The lack of engagement of employees is one outcome. The consequent poor data available to the organisation
With +17 years of experience, working with over 200 companies to design, set up and deliver lots of different 360s, we’ve compiled a list of the 10 most commonly asked questions and the answers! Here’s a short summary and you can request the full white paper, just drop us an
360 Degree Feedback is a familiar tool in the kitbag of many coaches and talent managers. Over the past few years, we’ve noticed that 360 Degree Feedback is being used much more extensively and creatively than ever before. Enabling 360 Degree Feedback technology Using a flexible 360 platform mean that
360 Degree Feedback is at its heart, about making a complex process into something easy to comprehend for those involved, at every level in the business. Whether it’s for development or performance, getting all round feedback is no small feat. Therefore, the usability of the on-screen interfaces is extremely important.
A recent article by Martin Berman-Govine in the Human Resources Report, called ‘360-Degree Feedback: ‘Cure for Abusive Bosses?’ examines whether 360-Degree Feedback can reveal to the boss how negative their management style might be. Here, we look at some of the points made by this article and add a few
We all need feedback and we need better feedback more frequently – who could argue with that? But what do we do with the feedback we get? And how can we as managers and leaders create a better culture and environment where our people can get more benefit from their
We are pleased to confirm that Jo Ayoubi, Founder and Director of Track will be sharing her 360 Feedback experience and knowledge this year, with a programme of free Webinars. Each one will be highly informative, focusing on a specific area and giving solid insight, tips and advice about successfully running a 360
So much of our clients’ focus on performance is around teams and coaching them to be more self-aware and understand their dynamics. So, an article in HBR by Roger Schwarz, called Is Your Team Co-ordinating Too Much, or Not Enough caught my eye. By Jo Ayoubi The research by Roger