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| Prospective Customers | 360 Participants | 360 Respondents |
| Organizations considering using the 360 Feedback Tool to improve leadership. | Individuals on which the assessment is being performed. The Participant also completes an on-line self-assessment. |
Supervisors, Peers, and Direct Reports asked to complete an on-line assessment of the Participant. |
The development of leadership is a continuous process as
an individual gains experiences, assumes greater levels of responsibility,
and faces a growing complexity of organizational problem solving demands.
The 360 degree feedback assists in this development through two fundamental
objectives.
The first objective is on an individual level. For the individual, the process provides leaders with unique data
perspectives of their abilities as viewed by their peers, subordinates,
those in supervisory roles, and self-examination. The best use of these data
for individuals is to design a personal development plan to address areas of
concern surfaced through the assessment.
The second objective is to improve
overall organizational performance. As an organization’s leaders develop
their abilities to work, manage, and lead, the performance and attitudes of
corresponding workgroups will improve. Therefore, the entire organization
stands to benefit as individuals improve. More...
The capacity of an organization to effectively and efficiently achieve its objectives and move toward fulfilling its vision is a measure of its Organizational Capital. Fundamentally there are three domains of capital that need to be continuously developed to achieve a high level of Organizational Capital: Physical Capital (buildings, workstations, computers, etc.), Human Capital (hiring, training, retention, etc.), and Social Capital (social trusts, norms, and networks within the organization)
The three components used to build Organizational Capital are Internal,
External, and Leadership. The 360 Feedback Toolset focusing on developing
leadership within to organization. More...
The 360 Feedback Toolset uses a Multi-Rater system, as opposed to a Single-Rater system. In a Multi-Rater system, feedback comes from multiple sources - in this case from up to 20 of your supervisors, peers, and direct reports. This system offers many advantages when compared to a Single-Rater system where one person assesses an individual, usually a self-assessment. More...
Our Multi-Rater system offers:
The data are grouped into five roles (Communicator, Leader, Manager, Facilitator and Professional) to provide a framework for understanding the information. These roles represent the most common facets exhibited by those in leadership positions in an organization and are comprised of the typical behaviors displayed for each role. As you move through the report, each role is further defined and the data analysis on items provides a targeted approach to 360 Personal Development Planning (360 PDP). After you review the data, the 360 PDP worksheets allow you to craft a 360 PDP that fits your individual expectations and concerns. More...
Pricing is based on a per-participant basis. Pricing quotes are available on request by emailing soe@uts.cc.utexas.edu or by phone (512) 471-9831. To obtain a quote, please contact our offices.
360
Best Practices: Read what other organizations have done
360 Example Files: PowerPoint Presentation; Participant
Instructions; Respondent
Instructions
Use the Leadership Matrix to
assess your leadership skills.
View the 360 Degree
Feedback Survey
Instrument
Take a Sample 360 Degree
Feedback Survey
Sample 360 Degree
Feedback Results Report
More resources on the Jahari
Widow
Try Assorted Leadership
Tools
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