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360 Degree Feedback tool

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I'm currently looking for companies/resource/services that can provide/run a 360 degree feedback exercise with my Sales Managers and Senior Management team in-house to form part of their on-going training and development as managers, can anyone provide any websites, vendors etc..

many thanks
Buffy Sparks

13 Responses

  1. On-line 360 tool
    Development Processes Group have a good on-line tool called Transformational Leadership. It can be applied to anyone in a management role. Check them out on http://www.dpgplc.co.uk

  2. 360
    Hi Buffy

    My firm has worked with Vandy Massey at MSA Interactive (www.msainteractive.com)for the past couple of years on 360 and I can highly recommend her for the technical aspects for bespoke online tools, 360 site hosting and secure data collection – she has done many excellent projects with our clients. Her number is 01223 839476.

    And to self promote if I may – if you require the 360 designed (based around competencies or other indicators) and questions designed etc, and then mananged and feedback training given, my own firm provides the full spectrum – an overview of the company and its services can be found at http://www.aspey.com.

  3. Thank you
    Thank you to everyone who has contributed to my question in Any Answers, fantastic!!

  4. depends on the size and scope of your 360 project
    Before you rush at a 360 sysetm, do take into account the ability of that system to produce useful reports. This kind of depends on the numbers that you anticipate will be going through the 360, and what you intend to do with the data.

    360 data – especially if it is based on behaviours – can provide really valuable group or department indicators. So if you are going to have large numbers go through the process think through the reporting capabilities of your sysetm.

    Lastly – and at risk of stating the obvious – the most important part of these projects is not the tech bit BUT the communication (ahead of and of the results). What about the communication to the raters? How much time to complete? Willingness to complete? Drag on business of completing (if you get selected to rate 8 people on a long questionnaire it can eat into your time!!)Accuracy of rating is important – how will you train raters? Why is it being done? What incentives are there for rates to be less than imopartial?

    Drop me an e-mail if I can help – happy to share some of my experiences. Past experience of such projects helps you become aware of the opportunities and the pitfalls!

    dfaik@hotmail.com

  5. Understanding salespersons’ motivational needs
    The Teleometrics range of 360degree Feedback instruments includes two which explore motivation in the sales team, and two which explore communication between the salesperson and the client.. The Sales Motivation Survey profiles a manager’s assumptions about salesforce motivational needs that guide his/her actions; the Incentives Management Index reports the actual needs and aspirations of a sales person (not just financial), and the extent to which these are being satisfied by the manager’s approach.

    See www,chartwell-learn.co.uk

  6. Understanding salespersons’ motivational needs
    The Teleometrics range of 360degree Feedback instruments includes two which explore motivation in the sales team, and two which explore communication between the salesperson and the client..

    The Sales Motivation Survey profiles a manager’s assumptions about salesforce motivational needs that guide his/her actions; the Incentives Management Index reports the actual needs and aspirations of a sales person (not just financial), and the extent to which these are being satisfied by the manager’s approach.

    See www,chartwell-learn.co.uk

  7. Best 360 degree review tool
    The best resource I have come across for this is the Focus system developed by BDI in America and distributed in the UK by Blue Edge Consulting. They are also experts in developing the competences around which the 360 needs to run as well as providers of training to support identified needs.

    Contact tel 01273 835520
    info@blueedge.eu.com

    http://www.blueedge.eu.com/

  8. Dangers with 360 degree feedback
    Hi Buffy,

    You have requested details of suppliers of 360 degree feedback tools and seem to be getting a good number to choose from.

    Before you make your selection it is important to ask why you are looking to use this tool as suggested by David Faik. I am not a fan of 360 degree feedback, which may go against the grain in many organisations. It is aggressively sold into HR departments and is utilised with little management support and back-up.

    Anonymous feedback required by many systems goes against some companies values of honesty and integrity -although they overlook this fundamental point!! I have had to spend many hours with people devastated by some comments in 360 degree feedback reports. These people have been left wondering who gave the feedback along with their motivation, when the behaviour was observed and whether it was reported in context. The consequences were bizarre changes in behaviour and misplaced distrust of colleagues.

    Open, honest 360 degree feedback, on the other hand, leads to feedback frenzies with “I’ll give you some good feedback if you give me some” scenarios.

    These are HUGE pitfalls overlooked by those advocating 360 degree feedback and do not feature in the interesting article offered by Claudine McClean.

    The best 360 degree feedback is to build up a no-blame learning culture where people actively ask for feedback from colleagues on an ongoing basis as part of a personal development plan.

  9. Better Late Than Never
    Buffy
    The reason for the delay in offering my suggestions is that I am in the midst of developing a 360 Degree activity for a large company in Luxembourg. I have also done this for the number one global composite financial services company and the 5th biggest global bank, amongst several others. So, I might be able to help to get you what you want.
    360 works, and will work to the optimum if the approach is right, through getting the buy-in (there are ways to ensure this is ALWAYS achieved), making the activity bespoke, involving the Managers in developing the activity, ensuring zero tolerance with ambiguity (off-the-shelf tools are notorious for this) etc.etc. I can help you with this, if you wish. E-mail or call me on 07785 969597. In any event, good luck. Must go, it’s Friday night!
    Regards
    Tom Greenan

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