360 Leadership Assessment Tools

Increase Leadership Effectiveness

All participants get a comprehensive feedback review describing their management and leadership competencies — their weaknesses and strengths described clearly. Anonymous feedback is delivered to leaders, senior leaders, their peers and managers, so every participant hears from the people who took part in their assessment. Leaders can also self-evaluate and compare their effectiveness to other leaders, employees, and managers.

Build Great Leaders

Without critique, bosses are doomed to keep making the same mistakes repeatedly. 360 employee feedback is the best way to help them identify and resolve those mistakes. Your feedback can help mold your boss, just as their feedback is supposed to help guide you.

Identify the Difference Between a Boss and a Leader

360 leadership assessment encourages absolute honesty by keeping responses confidential — revealing whether subordinates consider someone a leader or just a boss. Regardless of how positive or negative the results, the manager's reaction matters most:

1. They become offended at negative responses, possibly seeking out responders for retaliation.
2. They dismiss responses as invalid and continue managing as they always have.
3. They accept the criticism as an opportunity to improve, adopting strategies that mitigate the weaknesses identified.

Someone with a boss mentality will have reaction one or two. A true leader will have reaction three. Even a weak manager can be converted into a leader: get the manager to buy in before the assessment begins, and help them plan a path for success with the tools they need to improve.

Improve Team Interactions

A highly planned, properly communicated process strengthens and improves team interactions and motivates collaboration. The 360 degree evaluation is usually re-administered every nine to twelve months so changes can be compared and evaluated using the same method.

360 Leadership Assessments Help Bosses Identify Bad Habits

• A lack of motivating: the most important thing to flag for a leader.
• Playing favorites: even the perception of favoritism can poison a team.
• Not giving you tools to succeed: if employees aren't given everything they need to thrive, the boss should remedy it.
• Unprofessionalism: how a manager comes across isn't always obvious to them.

Why Choose Multi-Rater Feedback?

You will experience more success with multi-rater feedback when the results do not impact the compensation of the person receiving feedback. If feedback affects compensation, people may be unwilling to give accurate ratings — or worse. 360 leadership evaluations outline criteria for the evaluator to give transparent feedback without fear of penalized compensation.

Let the Employee Own Their Feedback Data

People overwhelmingly prefer that the individual owns the data from their 360 degree feedback, sharing it with their supervisor as they choose. When the organization owns the data, feedback too often becomes part of the appraisal — negating the developmental goals of the process. Few individuals will openly discuss areas needing improvement when they believe it will affect compensation.