We often use 360 Assessments during our organisational coaching engagements. While organisations are considering these tools we often receive numerous questions about the 360 assessments and how they should be applied. To make life easier I pulled a number of the answers together into this article.
The three point summary is:
360 Assessments are a very valuable tool when applied well.
The most difficult part of their application is creating a reference point for performance or the organisational competencies. All too often organisations adopt a generic set of competencies or draw up a wish list of desired competencies. These lists should be edited down to the specific performance indicators or competencies that will create success in that organisation.
Knowledge alone does not create change. The assessment report should be presented within a coaching interaction focused on creating action.