Multi-Perspective (360º) Feedback
“We judge ourselves by our intentions, others judge us by our actions”.
How and why is it used?
Multi-perspective or 360º feedback systems and processes are becoming more and more commonplace within organizations and companies. They are being used to assist with career and professional development efforts. The spectrum family of multi-perspective instruments (standard spectrum, spectrum Emotional Intelligence Pattern and spectrum for Team Members) have been designed specifically to allow organizations, managers and individuals to more ably fulfill their respective roles and responsibilities relative to professional development. For example,
Organizations can:
- offer a culture supportive of professional development and encourage continuous improvement of talent and skills
- provide tools and resources to support individual development efforts
- develop processes and systems to monitor and measure development plan progress
Managers can:
- support development efforts of their staff, consistent with current and future business requirements
- provide constructive feedback, advice, coaching and counseling
Individuals can:
- become proactive in receiving and analyzing feedback regarding perceived strengths and development opportunities
- initiate discussions with their managers, peers, direct reports and others
Who participates in the process?
There are three (3) types of roles, which are a critical element of the feedback process. As a Participant, you will be able to identify respondents whose opinions you value. Following receipt of their feedback, you will be able to compare and contrast the views and opinions of all selected perspectives---Self, Boss, Peers, Direct Reports and Others. With this knowledge, you will be in a position to take responsibility for your development. Finally, you can continue to enhance the behaviors, skills and relationships required for success on the job.
As a Boss, you will provide direct feedback and position yourself to help the participant (your Direct Report) with his/her development plan considerations.
As a Rater (Peer, Direct Report, Other), you will supply honest, timely and confidential feedback regarding your perceptions, opinions and feelings of the participant. To maintain anonymity and confidentiality, group ratings of Peers, Direct Report and Others will not be reported separately if there are less than 3 respondents in any of the groupings.
What instruments are available?
The following describes the spectrum family of multi-perspective instruments:
Standard spectrum provides real-time feedback from several perspectives regarding the behaviors, competencies and relationships required for success on the job. The feedback focuses on personal development, not performance assessment. The feedback measures the perceptions of those individuals whose opinions you value. The measurement areas include the competencies of Management and Leadership.
Management consists of eight (8) dimensions:
Leadership consists of seven (7) dimensions:
spectrum Emotional Intelligence Pattern (sEIP) is arranged to reflect those factors/dimensions associated with Emotional Intelligence. The focus of Emotional Intelligence as based on the work of Daniel Goleman, Richard Boyatzis, Annie McKee and others, looks at how well you manage yourself in relation to others and how effectively you interact with others. The research suggest these behaviors, skills and relationships can play a major role in the efficiency and the effectiveness of your interactions with others.
The factors/dimensions displayed in this spectrum version are:
Self Awareness (Reflective Style)…Recognition and understanding of your temperament, emotions and motivation and their effect on others
Self Regulation (Organized Style)…Managing or controlling your internal impulses and beliefs
Social Skills (Conceptual Style)…Managing relationships and building networks
Empathy ((Empathic Style)…Understanding and awareness of others’ feelings, needs and concerns
In addition, the standard spectrum competencies required for success on the job (Management and Leadership) are included.
spectrum for Team Members provides specific feedback from the Boss, Peers/Colleagues, Customers and Others relative to observed and demonstrated skills, behaviors and relationships required for success in a team-oriented environment. Day-to-day and futures-oriented activities are measured. Dimensions included in the Day-to-Day activities are:
Futures-Oriented activities include:
What can you expect to get out of the process?
The PARTNERSHIP recommends utilizing 360º feedback processes to elicit specific, objective and constructive feedback from a wide variety of knowledgeable and credible sources in order to provide an accurate assessment of the behaviors, skills and relationships required for success on the job. Other benefits from the process include:
- Developing and improving bench strength
- Enhancing organizational performance
- Providing a tool that complements employee development processes
- Increasing the effectiveness of feedback through anonymous honesty and candor
- Creating a common set of competencies, priorities and qualities, which employees can focus development efforts
November 2003
NOTE: To learn more about the spectrum family of multi-perspective (360º) feedback instruments, please contact Daniel Broin at Compendium Corporation – Phone: 952.881.1608, Email: danielbroin@compendiumcorp.com or Isaac Brooks at The PARTNERSHP – Phone: 216.932.2391, Email: ibrooks@netzero.net
