In the high-stakes realm of politics, there is an ever-present need for politicians to aspire to continual self-improvement and professional development. A highly rated instrumental tool that can facilitate this growth is The PROFILOR® 360 feedback assessment. This multifaceted feedback mechanism can provide politicians with crucial insights from diverse perspectives, thereby enabling a comprehensive understanding of their strengths, weaknesses, and areas for enhancement.
A version of this article was first posted on LinkedIn in December of 2015
The next presidential election is November 5, 2024. There are several steps between then and now. From January to June of 2024, states and parties hold presidential primaries and caucuses. From July to early September, parties hold nominating conventions to choose their presidential candidates. In September and October, candidates participate in presidential debates.
It is well understood that 360 feedback provides an individual with the insight to build skills and add value to the organization, but what benefit can an organization derive from the broad use of 360 feedback?
For decades now, I have conducted 360 feedback and coaching discussions with leaders at all levels, representing numerous companies, industries, and regions of the world. For the majority of these feedback/coaching discussions, I have worked with The PROFILOR® 360 assessment. I have also trained many HR teams in conducting feedback/coaching sessions, both in one-on-one and group format, using The PROFILOR®. In conducting these HR workshops, I have discovered that many teams have the same questions and concerns about conducting one-on-one feedback sessions. In this article, I will share more about the way a conversation should happen to facilitate the most productive and impactful feedback/coaching session. Future articles will provide additional information on conducting high-impact feedback/coaching sessions.
When multi-rater or 360-degree assessments are implemented in an organization, often the company will evaluate and compare a number of 360 assessments and assessment partners. The following is a list of criteria to consider when comparing and contrasting options for 360 assessments and assessment partners:
Part I of High-Impact 360 Feedback and Coaching focused on the development discussion. We also published a job aid that can be used as a guide for these discussions. Part II of our series on High-Impact 360 Feedback and Coaching focuses on how to create a robust action plan. The ideas that follow are useful whether or not a person has participated in a 360-feedback process. A 360-feedback process does, however, provide invaluable information for creating the strongest action plans. The following practices provide guidelines to follow for strong action plans:
Multi-rater or 360-degree assessment is a type of assessment that provides a 360-degree perspective for the person being assessed. The perspectives typically included are: self, managers, peers, direct reports, and others (often customers, for example). Feedback is collected from all of these perspectives regarding a person’s effectiveness related to various competencies and behaviors. All of this information is collated into a report that gives a person a 360-degree view of how others perceive their effectiveness in the competencies and behaviors assessed.