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360 Degree Feedback System

Why your Organisation needs this manual

If you want to reinforce company values and competence frameworks, create measurable benchmarks, drive new leadership styles, accurately identify training needs, monitor improvements in team working behaviours and provide more equitable and accurate performance measures, you need this manual.

This manual gives a new model for workplace performance feedback and appraisal. Rather than just seeking feedback from a person's manager. 360 feedback offers the opportunity for feedback from those in their own circle of influence - that is, from those who have direct knowledge of the individual's work behaviours. It is more honest, more reliable and more valid than a process that relies on an appraisal given by one person only. It taps into the 'collective wisdom' of peers, managers, direct reports and customers.

A crystal clear, practical, workbook-style manual that allows for flexible use.

What outcomes can be expected from using 360 feedback?

The 360 feedback system provides participants, and therefore organisations, with insight and direction on how improvements can be made for individuals and organisations. Here's a list of some of the outcomes companies have achieved by using the 360 feedback system.

For the individual, 360 feedback can:

bgre.gif (807 bytes) Identify strengths and development needs to improve personal effectiveness
bgre.gif (807 bytes) align behaviour with the organisation's competence frameworks
bgre.gif (807 bytes) provide a rich course of information for one-on-one coaching
bgre.gif (807 bytes) give the person and their leader relevant and motivating assessment information
bgre.gif (807 bytes) motivate behaviour change

At the team level, 360 feedback can:

bgre.gif (807 bytes) provide a structured way for team members to improve the effectiveness of their personal interactions
bgre.gif (807 bytes) use customer input to drive customer service and quality improvements
bgre.gif (807 bytes) ensure that he team is moving in the same direction, while valuing individual differences
bgre.gif (807 bytes) help to define important concepts, for example, 'continuous improvement' or 'internal customers'
bgre.gif (807 bytes) decrease the old belief that it is 'us' versus 'them'

For the organisation, 360 feedback can:

bgre.gif (807 bytes) reinforce company values and competence frameworks
bgre.gif (807 bytes) create benchmarks built on how the organisation perceives itself in areas of managerial behaviour that can be measured regularly
bgre.gif (807 bytes) be an integral part of reward, appraisal and development processes
bgre.gif (807 bytes) be used as a decision support tool for enhancing succession planning
bgre.gif (807 bytes) be used as a measurement tool in monitoring improvements in leadership or team working behaviours

Included in this Australian manual from EMD Workforce Development:

bgre.gif (807 bytes) How to implement a multi-source performance system in your organisation
bgre.gif (807 bytes) Diagnostic tools and survey instruments for organisational analysis; contains all required forms and checklists for full implementation
bgre.gif (807 bytes) How to use established organisational surveys and how to develop a questionnaire yourself; how to use
bgre.gif (807 bytes) A wide selection of examples and case studies from well-known Australian and international companies, giving a clear picture of what to expect when implementing the 360 feedback model.

In Australia, companies to embrace 360 feedback include Ampol Petroleum, ANZ Bank, BT Australia, Brisbane City Mission, Lend Lease, NRMA, NSW Treasury, Rothmans Holding, Toyota Australia, University of South Australia and Woolworths.

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The manual is available in downloadable pdf format.


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