I plan to do a follow-up 360-degree feedback assessment (using Leadership Mirror through DDI) with our first group of leaders who completed assessments 18 months ago. In the first assessment, they identified strengths and areas for growth. Now, I would like them to focus in on those specific areas to see whether they have improved/stayed the same.

I would like to get your opinion on how best to structure this assessment so that we can tie up loose ends and move forward.

Kritnel,

I don't use DDI's product so my input might not fit, but here goes.....

If developmental activities (training, mentoring, coaching, etc) have taken place in the interim it is time to pull in 360 feedback from respondents (peers, direct reports, their managers)who have been in a position to have observed these leaders. Each leader's self-assessment would also be included.

Depending on the software you are using you should be able to set up one project that includes all the manager and all their respective respondents. Reports could then be prepared for each individual leader plus an aggregate roll-up report for your use in identifying local or enterprise wide gaps.

Contact me via PM if you want to toss around ideas in more depth. I can also share my desktop to show you how I do it for my own projects.

quote:

Kritnel

Kritnel -
I'm wondering why you don't the same DDI Leadership Mirror assessment to do a targeted feedback follow-up assesment (a mini survey for just 2-3 targeted development needs)?

A bit off track but do you think that 18 months is a too long a time frame. In fact what i believe is that there has to be a feature of continuous feedback else 360 tools are not that effective.

In fact, what I have observed is that most of the organizations do not have a provision of providing anonymous feedback to their colleagues. And for organizations who follow 360 tools do not have the provision of providing continuous feedback to their colleagues. They have to wait for the yearly cycle to complete.

There are some online 360 tools available (orcoli.com - search on google and you will get a lot of it) which helps employees to provide feedback any time of the year and as an HR it reduces lot of your headache.