The Leadership Machine by Robert Eichinger & Michael Lombardo

Author:Robert Eichinger & Michael Lombardo [Eichinger, Robert]
Language: eng
Format: mobi, epub
ISBN: 9781933578422
Publisher: Lominger International: A Korn/Ferry Company
Published: 2011-12-07T14:00:00+00:00

That leaves us with assessment centers and 360º feedback for development.

Assessment centers are usually accurate, assuming they are professionally designed and use well-trained assessors. They can be very expensive and very intrusive due to the tremendous amounts of resources they consume. We won’t spend any time on them here, other than to say they can be very potent when used for selection, promotion, and/or feedback.

The tool of choice for now seems to be 360º data collection and feedback—360º refers to around-the-compass feedback from bosses, peers, direct reports, and customers. Numerous studies have shown that when properly designed and executed, 360º ratings relate to various organizational measures of profit, performance, and/or potential.

From a coverage standpoint, 360º makes sense because different constituencies have different viewpoints. So using multiple constituencies increases the richness of the feedback information.

We also know that some constituencies are in a better position to assess certain competencies. Delegation skills, for instance, would be best assessed by direct reports, strategic skills by bosses, and cross-boundary cooperation by peers. With multiple constituencies, you have a better chance of accurate ratings across different kinds of competencies.

From a personal standpoint, giving anonymous feedback is easier than face-to-face. That is, the same people who are reluctant to deliver critical feedback face-to-face will do it on a confidential 360º questionnaire. This may be because giving face-to-face critical feedback makes most of us feel badly, while giving critical feedback anonymously invites us to be honest. To knowingly give an inflated rating is, in effect, lying to ourselves and, more importantly, to the people who are trying to work on their development.

Also, since 360º comes from multiple raters, the chance of collective accuracy increases compared with relying on the single rating of a boss for the evaluation.

So after looking at the data and considering the alternatives, we strongly recommend that standardized, automated 360º feedback be used as your main developmental assessment system. It is the most cost-effective and accurate alternative for the purpose of development.

In the rest of this chapter, we will focus on the two types of 360º feedback systems—the 360º feedback process for development and 360º performance evaluation and feedback.

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