Finding the Most Accurate 360-Degree Assessment
360-degree feedback is one of the main cornerstones of a learning culture. Not all 360-degree assessments are equally predictive and accurate, however.
Zenger Folkman, has spent years researching and creating a best-in-class 360-degree assessment that measures an individual’s strengths and potential fatal flaws, and correlates those results to significant business outcomes like employee engagement, retention and bottom-line profitability. Our 360-degree assessments deliver results that others simply can’t match.
11 Components that Differentiate Our Best-in-Class 360-Degree Assessment:
- Research Based: Built on more than 500,000 assessments on 50,000 leaders, the Zenger Folkman 360 measures an individual’s ability in 16 key competency areas. These 16 differentiating competencies are statistically derived and proven to set apart the best leaders from their average and poor counterparts.
- Strengths Focused: Great leaders are defined by their strengths, not the absence of weakness. The Zenger Folkman 360 helps leaders identify and prioritize strengths they can build.
- A New Scale: After using agree/disagree scales for years, Zenger Folkman has proven that it creates a false positive. Our new scale provides leaders with keen insight into whether a behavior is a strength, a competence or a weakness.
- Normative Comparisons: Most multi-rater assessments compare participants against the “average”. This sends the unintended message that the goal is to be better than average. By benchmarking leaders against the 90th percentile norm, participants have a much higher aspirational goal.
- A User-Friendly Report Structure: Data is displayed in an easily interpreted, user-friendly format that highlights individual strengths and reveals potential fatal flaws.
- An Employee Commitment Index: This index measures the extent to which a leader’s direct reports are satisfied and motivated to do their jobs. There is a direct correlation between leadership effectiveness and employee commitment. In short, great leaders produce more committed, satisfied and productive employees.
- Importance Ranking: This section displays the 16 differentiating competencies, ranked from most important to least important. Raters are asked to choose four competencies that, if executed with a high level of skill and expertise, would have the most significant impact on the participant’s success in their current role.
- 10 Highest and 10 Lowest Scored Items: These are broken out for convenient review.
- Written Comments: Comments provided by respondents are displayed verbatim, providing supplemental information to clarify the numeric data and provide other perspectives not revealed by item scores alone.
- Aggregate Reporting: Custom aggregate reports benchmark the entire organization, a team or other group against our database norms. This data can be used for development, growth and change strategies.
- Gap Reporting: Leaders can be re-assessed 12-18 months after the initial 360-degree assessment to determine their developmental progress.
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