- October 2015
- October 2014
- February 2014
- January 2014
- November 2013
- October 2013
- September 2013
- June 2013
- April 2013
- February 2013
- April 2012
- “Tools trump training, said Marcus Buckingham”
- The way in which we ask a question in the workplace has a big impact on the way we get the answer . . .
- TAKING THE GUESSWORK OUT OF PEOPLE MANAGEMENT
- Is it ethical to provide employee DISC Reports to their Manager? an ethical question . . .
- The eight personalities involved in change management programmes
Regardless of your position or role in the organisation it is important to understand how you are perceived by others (your boss, your boss’s boss, your team, peers and customers – internal and/or external). Do you know how these people perceive your effectiveness, strengths, non-strengths and how they gauge your potential?
If have any interest in moving up, sideways, or to another location within your current organisation now, or into the future, then knowing how you are currently perceived has to be an imperative.
Why would I conduct my own 360 degree feedback/review exercise?
- your most valuable professional asset
- a career move readiness assessment
- the foundation of your strategic career plan
You are ready to make a career move (internally or externally) and want verifiable evidence of your performance and potential to endorse and support your application for your next role. If this is the case, then your 360 review report could be your most valuable professional asset.
When your report reflects stellar performance and potential as perceived by your assessors then it is likely your most valuable professional asset. Your 360 degree report is a professionally obtained and presented summation of verifiable, relevant and current, work references.
How many people do you know who can walk into an interview and provide the panel with documentary evidence of their outstanding performance, as perceived by a range of assessors, in a range of environmental settings, and over a period of time?
Finding out how you are currently perceived within your organisation can inform your decision of when to make your move and/or what you need to “work on” before you put up your hand.
When you conduct your own 360 process you have control (and pay the invoice). You choose the questions, invite the raters you want to take part, you receive and own the report and decide who to share it with. My next post will explore ensuring the qustionnaire will provide the information you require.
Find out more about 360 degree initiatives on our website: www.talenttools.com.au
or call 1800 768 569 within Au, or +61 7 3103 0177 from anywhere else, or send us a message at Talent Tools