Strategic Planning to Implementation, Guided by Data

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Why bother tracking down so many different perspectives? You have to if you want to avoid the evils of "partial inclusion." (Does that sound appropriately sinister enough?) Simply stated, we tend to act differently in different group contexts. For example, what we define as appropriate behavior varies widely, depending upon whether we are at church, with our children, at work, in a competitive game like poker, or working with an accountant on our IRS income tax return. At work, our social styles might vary depending upon whether we were talking with our boss, a subordinate, or a member from another group in our department, or a member of another functional specialization (marketing, manufacturing, engineering, etc.).

Each group of respondents provides valuable feedback on what they see, since they see you in different contexts and situations. Think of each group taking a picture of you from a different angle. Since you are multi-dimensional, there is no way any one picture could capture all of you at the same time. Similarly, different respondents see different facets of your work performance and personality in different settings. No one picture or perspective on you is complete and comprehensive, not even your own. Since everyone sees you "in a different light," you need to hear from all of them to become "enlightened."

360º Feedback is based on the premise that employees can learn to manage their weaknesses and blindspots:

If they want to develop and change,
If survey feedback is specific and actionable
If they end up with a realistic action plan, and
If they receive the proper coaching and support

True learning always begins inside oneself. As we recognize how we deal with others, personal integrity will drive us to reduce the damage and stumblingblocks we create for others. As levels of courtesy and compassion increase, barriers to effective communication and cooperation will crumble, making your team one worth working in.

The PDi 360º Feedback process provides your company with the instruments, processes, ongoing facilitations and coaching to support this kind of personal development. In contrast with 360 degree insturments, most general surveys simply lump all types of respondents together, masking their differences, making meaningful personal feedback problematic.

360º Feedback supports other performance programs you might have in place, and:

Focuses on individual development
Identifies core competencies
Aligns people to support teamwork
Promotes loyalty
Concentrates individual skills to key areas of performance
Emphasizes behavioral feedback, which supports growth
Promotes full involvement
Improves organizational effectiveness