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360-degree Feedback as a Function of Management Development
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360-degree Feedback as a Function of Management Development
What is 360-degree evelopment?
QUESTIONS
Benefits of 360
- provides the organization with multiple perspectives
- quality of information obtained
- cost-effective, easy to use, understandable
- provides and accurate profile of individual strengths and weaknesses
Evidence
(Hudson, 2011)
"Research indicates that 50% of rated participants improve performance subsequently after a 360-degree feedback process."
Leads to effective leadership sustained months after
Management Training and Development
Needs Analysis Outcomes
Organizational Analysis
Task Analysis
Person Analysis
Needs Analysis Process
Step One: A Concern
Step Two: Importance
Step Three: Consult Stakeholders
Step Four: Data Collection
Training objectives and content
Action Planning
The Process
Cognitive Biases
Halo Effect
Contrast Bias
STEP 1: KNOW HOW PEOPLE ARE CURRENTLY PERFORMING
STEP 2: DESIGN QUESTIONNAIRE
STEP 3: INFORM INDIVIDUAL BEING EVALUATED
STEP 4: SELECT THE RATERS
STEP 5: DISCUSS CONFIDENTIALITY
STEP 6: ADMINISTER THE SURVEY
STEP 7: INDIVIDUAL RATES THEIR OWN PERFOMANCE
STEP 8: COMMUNICATE THE RESULTS
STEP 9: OUTLINE KEY THEMES
Similar to me bias
- multi-rater feedback or multi-source feedback
- used to assess managers and guide toward skill development
- bsed on a sclaed survey distributed to manager's sphere of influence - direct reports, peers, subordinates
- asks raters to assess skills and abilities
Avoiding Cognitive Biases
1. Educate raters on cognitive biases
2. Establish clear policies and procedures
3. Train raters on the objectives
4. Outline how each raters participation contributes to organizational effectiveness
Reliability and Validity
- Look to see whether the raters are in somewhat of a central tendency
- ensure that the questionnaire actually measures relevant characterstics (traits, skills, and attributes)