One would think that training is a huge priority in the corporate world. But it can be difficult to justify spending money on training, especially in roles which are transient or not permanent. Many companies don’t make it a priority despite the benefits that come with training and developing
Data is everywhere. Every day we produce 2.5 Quintillion bytes of data. Every minute of every day across the globe, 204 million emails are sent, two million google searches made and 100, 000 tweets are made. Big Data and the Internet of things have been hailed as ‘the new oil’
Company culture remains one of the biggest reasons behind issues associated with employee behaviour and performance – especially, as seen in this article from Business Insider, within rapidly growing and changing businesses within the tech industry. We at Track work with companies who are actively changing company culture and measuring
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.
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.
“True intuitive expertise is learned from prolonged experience with good feedback on mistakes”. Daniel Kahneman
Over the past 15 years of designing and implementing 360 Degree Feedback, we’ve seen a lot of different approaches to this basically simple process. One of the key items to include is a rating point for raters to choose if they are unable to rate their colleague, e.g. ‘Unable to
I am still intrigued that after many years in use in organisations all over the world, there are still instances where 360 Degree Feedback is used in completely the wrong way, and the for the wrong reasons. The latest gem is this one (from New Zealand*): it seems that