360-DEGREE ASSESSMENT SURVEYS
What is a 360-Degree Evaluation Survey?
360-degree evaluation surveys (sometimes called 360 surveys) are a leader development tool used for providing important feedback. As a developing leader, you answer a series of questions about your own leadership style, skills, and behaviors. You then invite others who know you well (typically your boss, co-workers, and direct reports) to answer those same questions. You can then compare how you see yourself with how others see you. Doing so allows you to identify strengths and weaknesses, as well as hidden strengths and potential blind spots.
What Makes The Leadership Professors 360-Degree Evaluation Unique?
As social scientists, we believe that feedback is valuable. However, to achieve maximum effectiveness, it is important to consider both the type of feedback and source of feedback. Most 360-degree evaluations are lacking in two ways:
1. Most 360-degree evaluations focus exclusively on the workplace. However, leadership occurs in all areas of life - at work, at home, with friends, with family, and in community organizations.
2. Most 360-degree evaluations are comprised of questions that have not been subject to scientific, peer-reviewed scrutiny. As a result, there is little or no evidence that the questions accurately reflect the actual styles, skills, and behaviors that are important for effective leadership.
To address these problems, we designed our 360-degree evaluation from the ground up. It is unique in two important ways:
1. We utilize an "all areas of life" approach that can encompass leadership at work, with friends and family, and in community organizations (for example, coaching children's sports or serving on a board of directors for a not-for-profit organization, to name just a few). Even if you do not have a "formal" leadership role in all of these areas, chances are strong that you are engaging in leadership activities, and receiving feedback about those activities is helpful for your development.
2. We use questions that are based on scientific research that is published in double-blind peer-reviewed journals. This means that you benefit from the best scientific thinking about leadership.
360-degree evaluation surveys (sometimes called 360 surveys) are a leader development tool used for providing important feedback. As a developing leader, you answer a series of questions about your own leadership style, skills, and behaviors. You then invite others who know you well (typically your boss, co-workers, and direct reports) to answer those same questions. You can then compare how you see yourself with how others see you. Doing so allows you to identify strengths and weaknesses, as well as hidden strengths and potential blind spots.
What Makes The Leadership Professors 360-Degree Evaluation Unique?
As social scientists, we believe that feedback is valuable. However, to achieve maximum effectiveness, it is important to consider both the type of feedback and source of feedback. Most 360-degree evaluations are lacking in two ways:
1. Most 360-degree evaluations focus exclusively on the workplace. However, leadership occurs in all areas of life - at work, at home, with friends, with family, and in community organizations.
2. Most 360-degree evaluations are comprised of questions that have not been subject to scientific, peer-reviewed scrutiny. As a result, there is little or no evidence that the questions accurately reflect the actual styles, skills, and behaviors that are important for effective leadership.
To address these problems, we designed our 360-degree evaluation from the ground up. It is unique in two important ways:
1. We utilize an "all areas of life" approach that can encompass leadership at work, with friends and family, and in community organizations (for example, coaching children's sports or serving on a board of directors for a not-for-profit organization, to name just a few). Even if you do not have a "formal" leadership role in all of these areas, chances are strong that you are engaging in leadership activities, and receiving feedback about those activities is helpful for your development.
2. We use questions that are based on scientific research that is published in double-blind peer-reviewed journals. This means that you benefit from the best scientific thinking about leadership.