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The Women in Assessments

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Sharon Birkman ∙      Eight hours of online pre-work, three days of onsite training in a small classroom setting and a follow-up is required to pass the conversation exam.

Shreya Sarkar-Barney ∙        A background in psychology is preferred and prior experience in HR, and coaching is preferred. Half day training is required for each instrument

Barbara Singer  ∙      Awareness 2020 requires that a coach be certified in other 360-degree assessments and/or test and measures graduate level course

Cheri Tree  ∙       Training and certification are broken down into various components and are based on levels of expertise. Level 1 involves 1.5 days training plus three days certification training; Level two requires 2.5 days of training plus five days of certification training; Level 3 requires 5.5 days of training plus seven days of certification training.

Q: When do 360 assessments work best/ best practices?

Tricia Nadoff  ∙       Because 360 assessments can consume a fair amount of time and money and cause a certain level of vulnerability in both the participants as well as their observers, 360s work best when the organization is prepared to provide the time and resources needed to gather the data, provide effective feedback, and make available resources to support the development that will be both needed and desired after the 360 feedback has been delivered. 360 feedback should not be attempted if the organization is not prepared to provide the time and resources needed.

360 feedback should also not be attempted if there is a high degree of perceived threat and lack of trust in the environment. The best 360 assessments measure behavior, skills, and or competencies. 360 assessments should only be used to measure aspects of an individual that can be readily observed by others. Therefore, attributes such as motivations, values, beliefs, and personality should only be measured in self-assessments.

When choosing observers for a 360 assessment, individuals should be coached to choose wisely. This means choosing observers who have the opportunity to work with the leader on a regular enough basis to have a full view of the individual’s approach to her or his work. When choosing direct reports, it is important for the leader, wherever possible, to choose all of her/his direct reports. The best 360 assessments will allow the ability to divide observer groups within a single observer category.  In situations where a leader may have two bosses, or peers from two different subgroups, or two or more sets of direct reports the data can be separated appropriately to get the most accurate and actionable feedback.

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