360° Assessments

Our services

1- Development of competency profiles linked to the business objectives and strategies of the company
This entails giving managers the best possible feedback on their management style and allows them to define precise targeted action plans for competency development.

2- Designing of feedback questionnaires and preparation of a communication strategy for the selection of ratees and raters
The preparation for the assessment covers the selection of raters, the definition of the assessment scale, the designing of questionnaires from well planned and thought out profiles and the sending out of questionnaires. It also involves informing the ratees and raters that the use of a 360° tool implies strict rules regarding confidentiality to ensure honest and reliable feedback.

3- Processing of questionnaires and preparation of summary reports
The raters can manage the assessments on paper or on the Web. We process the received data and communicate to the people concerned the number of raters per ratee, in order to ensure a minimum of 3 raters.

4- Feedback session and coaching
The results are presented to the ratee in the form of graphs highlighting the important points, enriched with text comments that allows for the comparison of results. Ideally, this session should take place with an external consultant, as it is often easier to speak about one’s development needs with someone outside the organization.

5- Defining focused development plans
Research shows that the three processes needed to acquire new competencies must be structured as follows: 70% through experience, 20% through feedback and only 10% through structured training. This is the reason why efficient development plans greatly favour experience in the workplace, contextual training (simulation exercises), coaching, and self-development (reading, observation).

6- Monitoring development plans
It is important for both the manager and the company to validate acquired or developed competencies and establish a follow-up plan: activity reports, post-training tests, and new assessments given at regular intervals.
The manager gets concrete evidence of improvement. The collaborators, through new evaluations, realize that their opinions really count. The company can appreciate a return on investment and see the gap close between the required level of the competency and the successful demonstration of the competency.