360° Feedback

Through our CompStrategy 360° approach, we aim for the 360° assessment process to act as a catalyst for development by helping those being assessed to identify their strengths and opportunities for improvement - based on the incorporation of feedback from peers, subordinates, and internal and external customers in addition to the superior - resulting in a basis for possible development or coaching programs.

CompStrategy through its CompStrategy 360° approach helps its clients achieve results such as:

• Improving Interpersonal Relationships: A critical component of the work relationship is reciprocity or mutually beneficial exchanges. Feedback on performance is often unidirectional (boss to supervisee) or may be missing altogether (eg peers do not feel it is their place to say anything). Or it may be missing altogether (eg peers do not feel it is their place to say anything). The CompStrategy 360° approach shows how you interact with others and highlights the issues that affect relationships. Do you communicate clearly with others? Are you open to constructive feedback? Do you treat others with fairness, dignity and respect?
• Improving self-knowledge Each of us believes that we see the world directly, as it really is. Yet we also think that what we see is what others see. The CompStrategy 360° approach exposes us to others' perceptions of our behavior. Generally, participants tend to find that most of the comments from the various evaluators are consistent with their own expectations. However, sometimes they may encounter lower scores from a group of evaluators (eg their peers) on a behavior that the evaluee considers a strength. This prompts reflection to determine if the evaluee is acting in a manner consistent with his or her environment. Even if the appraisee disagrees with the score, it is beneficial for the appraisee to learn how he/she is perceived. Also, there are often positive surprises (eg multiple high scores on the report) that show how others recognize the contribution the evaluee is making in his or her role.
• Sharpen the perception of behaviors: Because the CompStrategy 360° approach includes analysis of multiple aspects and competencies, evaluees receive very specific insight into how they interact with others. Often, evaluees are exposed to information they had not considered before, for example by being probed on aspects such as "Do I inspire in others a sense of purpose for the work we do?". These aspects broaden the range of possibilities when deciding on areas for improvement. There may also be cross-cutting findings such as having a high score on "results orientation" and "planning and organization", but accompanied by a tendency to micromanage
• Expose the "way" you lead: Leaders are ultimately responsible for achieving results and the methods used may be overlooked by their superiors. The CompStrategy 360° approach analyzes how you interact with others, which ultimately drives success
• Promote dialogue: Respondents may identify three or four areas about which they can request additional information. For example, an evaluee might want to know why his superior rated him worse on delegation when his direct reports rated him well. We recommend that the participant follow up with their superior to review their findings and align their expectations. Follow-up conversations often provide valuable information. Promoting this type of dialogue is one of the goals of the CompStrategy 360° approach. It may also be useful to talk to a trusted colleague or a direct subordinate to get more information. It is worth noting that the 360° assessment is just the beginning of becoming a better Leader or Collaborator. The 360° evaluations serve as an "icebreaker" in information-poor environments and create a culture where open conversations about performance are valued and encouraged
• Promote personal development: Promoting the personal development of appraisees is the main objective of the CompStrategy 360° approach. It is critical that the appraisees, upon receiving their 360° Feedback Report, design an action/development plan based on the results of the mentioned Report. Typically leaders tend to possess a natural element of drive and ambition or they would not be where they are. Most leaders have some level of self-awareness of their strengths and weaknesses and appropriate leadership behavior. Still it is especially helpful to have honest and specific feedback to test one's perceptions, recognize overlooked strengths and bring blind spots to light. Even the best leaders have something they can work on. The CompStrategy 360° approach helps leaders sharpen their behaviors and focus on critical aspects
• Clarify responsibilities: The enemy of accountability is ambiguity. The vaguer something is, the harder it is to hold people accountable, which is one of the keys to promoting positive change in any organization. You can' t tell someone to "be a better leader" or "demonstrate the company's values" without specifying what that means. The person you tell won't know what to do with that information. The CompStrategy 360° approach digs into these details by clarifying behaviors, allowing you to make a legitimate judgment about whether or not a person has demonstrated the behavior. This, in turn, creates accountability for these behaviors. The competencies and behaviors in the 360° assessment process become the standard that leaders strive to model. They also create a consistent expectation throughout the organization of what leadership excellence looks like and reinforces the culture of the organization
• Improving Performance: All of the above points lead to this last one, improving the performance of those being evaluated. The 360° evaluation process is only effective if participants are provided with adequate support and held accountable for their commitments to change. There is little point in conducting it without a clear idea of how to use the results. This means that superiors should follow up (eg quarterly) with those being evaluated to discuss their evolution and development, giving them continuous feedback. It is also important that the Company supports the change process that the appraisees will embark on. For example, the Company could consider providing them with access to external coaching. The 360° Evaluation process can be repeated on a yearly basis providing a subsequent check to measure progress and achievements.