- “How well do I know myself?”
- “What am I perceived by others?”
- “In which competences exists room for improvement?”
- “Which attributes are worthwhile developing further?”
Why
AC&T Consulting offers an extensive 360 degree feedback programme through which insight and development are stimulated. While traditional assessment systems focus on feedback by one person, like the executive, 360 degree feedback gives insight in behaviour through feedback of multiple acquaintances. Moreover this generates insight in competences and effectiveness of employees, and aggregated of teams and organizations.
360 degree feedback is an approachable way of getting a full picture of the performance of an employee. It gives insight for the employee as well as the executive. Experience shows that employees accept and embrace 360 degree feedback more easily than just the feedback of a single executive. An advantage is the flexibility of 360 degree feedback: it can be put into work at every moment and is not bound to specific moments within a year.
Result
The results of 360 degree feedback generate leads for conducting conversations and further development of the employee. Thus it creates:
- Understanding of behaviour when necessary to be effective as a person and as an organization
- Development-oriented action, focussed on skills and competences needed to perform well.
- Involvement of employees on all levels
- Sense of responsibility for self development and learning
- Yield of personal competences
Approach
How many acquaintances are asked for feedback is determined in advance. These can be coworkers or acquaintances outside. Then the 360 degree feedback programme is plotted and completed by the participant and his assessors. The results are displayed graphically and discussed together with a specific development plan by a psychologist of AC&T and the participant. If so desired, the results can be discussed in a trialogue between participant, executive and an AC&T psychologist.