LaMountain & Associates was among the first companies in the U.S. to embrace 360 Feedback in the mid-1980s as a way for our clients to gain personal insight into how they are perceived by others. We implement 360 Feedback assessments for our workplace coaching clients, and we also act as a “Service Bureau” to develop and implement 360 surveys and to produce and deliver 360 reports for other organizations.
360 Feedback can be implemented in workplace, organization, or other group settings to obtain broad feedback about employees’ or others’ performance. The individual(s) on whom feedback is being obtained are referred to as the Subject(s) and the individuals giving the feedback are referred to as Respondent(s).
What is individual 360 Feedback in the workplace?
- Individual 360 Feedback is feedback from questions that are answered by Respondents who represent views beyond those of the Subject and his/her Manager.
- Respondents typically include Self, Peers, Direct Reports, the Subject’s Manager, and sometimes Internal or External “Customers.”
- Feedback is consolidated into a report that LaMountain & Associates (or another designated party, e.g., an HR staff person), reviews with the Subject.
What are some of the potential benefits of 360 Feedback?
- Expands formal feedback to include multiple levels within the organization
- Can provide input from external customers and/or individuals in other organizations
- Provides an opportunity to learn about others’ perceptions
- Allows Respondents to provide candid, confidential feedback
- Provides the Subject with the opportunity to read others’ ideas about her strengths, as well as her professional challenges
- Often identifies developmental needs that were previously unknown or overlooked
- May provide specific ideas about how the Subject can improve
- Usually increases “readiness” for coaching and gets the Subject past any tendency to deny the need for improvement in specific areas
What are some of the potential pitfalls of 360s?
- Skewed results because of low completion rates
- Skewed results due to using a “bad” (unrepresentative) sample of Respondents
- Skewed results due to an unrepresentative subset of Respondents who completed the 360
- The Subject becoming overwhelmed and discouraged if the feedback is more “re-directing” than reinforcing, particularly if no follow-up coaching is provided
- Ungrounded fear of retribution on the part of the Respondents
- Actual retribution by the Subject
- Skewed results due to the organization using 360s for performance review or organizational rewards (e.g., pay promotions, discharge, etc.)
How does LaMountain & Associates address 360 Feedback pitfalls?
We have fine-tuned strategies that make the 360 Feedback process pleasant and beneficial:
- We set completion deadlines and send reminders to obtain very high completion rates.
- We help organizations select a list of Respondents who will give honest, diverse feedback.
- We educate the 360 Subject on how to receive feedback.
- We educated 360 Respondents on how to give feedback.
- We do not administer 360 Feedback projects for organizations that use the results for performance review or organizational reward purposes.
What types of 360s does LaMountain & Associates administer?
- Interview-Style 360 – We customize interview questions to obtain feedback that is needed in particular workplace situations. We conduct interview-style 360s in-person or on the phone. Interview-Style 360s usually obtain the “richest” feedback data.
- Customized Online 360 – We use 2020 Insight, a web-based, multi-rater software, to customize both the survey questions and the report format. Workplaces sometimes choose for employees to take an online 360 Feedback survey prior to coaching and again at the mid-way or end point in coaching to compare perceptions of an employee pre-coaching and post-coaching.
For a Sample 2020 Insight Individual 360 Feedback report, click here.
- CDP-360 – We administer the Conflict Dynamics Profile (CDP-360) to obtain feedback on individuals’ “conflict profiles.” The CDP-360 obtains Respondents’ feedback on the Subject’s Destructive Responses to conflict, as well as the Subject’s Constructive Responses to Conflict. This data is compared to established norms.
For a Sample CDP-360 Feedback report, click here.
Our Passion and Expertise in 360 Feedback
LaMountain & Associates has been developing and administering 360 Feedback processes for small firms and large organizations for over 25 years. We have been coaching people on 360 Feedback and the resulting Individual Development Plans for over 20 years. 360 Feedback and Coaching are our passions at LaMountain & Associates!
Please take a look at our Testimonials to learn how 360 Feedback has benefitted our coaching clients!
Please contact us to discuss how we can help you set up a 360 Feedback process at your workplace or organization.