Developing your Leadership Pipeline

360-degree Assessment is a tool that provides managers with valuable feedback from a variety of sources (most commonly, their direct reports, peers, and immediate manager) on important performance measures or management competencies.

The use of instruments like these for leadership development are now ubiquitous. However we have seen 360-degree implementations that have not achieved hoped-for results because of poorly communicated goals and objectives, difficulty in survey administration, and limited post-survey feedback and coaching.

Our process

Clarifying objectives

The first step in the process is to gain clarity and reach agreement as to the objectives of this project. Will the emphasis be on development, assessment, and/or succession planning?

This step typically includes dialogue with senior management and key HR leaders about those objectives as well as reaching agreement regarding project milestones, communication strategy, survey administration, and post-survey facilitation.

Instrument development

The second step is the development of the instrument. Typically this step will involve a workshop with the key participants to design the questionnaire based on the identified competency clusters. The identified competencies will then be translated into behavioural indicators. A follow up validation session will be scheduled to finalize the questionnaire to survey implementation.

Administration

Administering 360 feedbacks with the multitude of raters can be frustrating and time-consuming. Our administration process streamlines and facilitates this part of the process, and also allows HR to take a more active role, in cases where participants may have difficulty in nominating raters and/or completing the questionnaires.

Feedback & follow-up