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Are You Looking for a Validated 360 Feedback Tool?
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All of the 360 Feedback tools we offer have been developed and researched by licensed industrial/organizational psychologists with over 20 years of consulting experience.
Many are available in 5 languages: English, French, German, Chinese and Mandarin
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360 Feedback Instruments in All Key Skills
We offer a complete line of 360 feedback instruments, some in five languages, as highlighted below. These highly relevant and validated feedback tools are designed for individuals and teams at all levels in an organization.
We take the stress out of administration and scoring - with a money-back guarantee if you're not completely satisfied!
Or Call 1-973-427-3004
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It may take three or four people to really know one: Why You Need a 360-degree feedback
By Kenneth M. Nowack / Reprint permission by ASTD
Many organizations use some kind of 360-degree assessment inventory – called 360-degree because feedback is collected "all around" an employee, from his or her supervisors, subordinates, peers and customers. A 360-degree assessment provides a comprehensive summary of an employee's skills, abilities, styles, and job-related competencies.
Continued at the bottom of this web page..
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360 for Executives and Leaders
A comprehensive tool for a rigorous, in-depth report of strengths and developmental needs for senior executives & leaders in all industries.
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360 for Senior Managers and Directors
Aimed at senior managers and directors and can help to focus on enhancing overall leadership effectiveness. It provides a comprehensive summary feedback report including a practical individual effectiveness plan to facilitate professional development.
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360 Feedback for Managers
Assesses twenty critical managerial competencies required for effective leadership and managerial effectiveness in four areas based on extensive job analyses of managerial positions in diverse industries.
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Assessing Individual Emotional Intelligence: PeopleIndex
People Index measures 17 critical emotional intelligence competencies helping you to recognize, understand and manage your emotions and behavior effectively. People Index is a comprehensive self assessment tool designed to measure a view of Emotional Intelligence.
People Index is based on the most widely accepted model of Emotional Intelligence and assesses the following areas:
- Self-Awareness
- Social Awareness
- Self-Management
- Relationship Management
This emotional intelligence self assessment provides a rigorous and in-depth report of strengths and developmental needs on critical social, interpersonal and communications competencies. The individual report gives feedback on each emotional intelligence competency with a graphical comparison of self perceptions compared to the normative database (currently 2,000 employees) and includes a developmental action plan section.
People Index is ideal for use in executive coaching, management development programs, supervisory training, and developmental programs for employees at all levels of the organization.
People Index was developed by Kenneth M. Nowack, Ph.D., a licensed psychologist and researcher in the area of 360-degree feedback, emotional intelligence and occupational health. Dr. Nowack is a member in Daniel Goleman's Consortium for Research on Emotional Intelligence in Organizations.
Each online PeopleIndex Assessment is $59.00 
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360 for Professionals Who Manage Projects Instead of People
Do you have professionals who manage projects instead of people? PerformanceView360 is one of the only validated solutions that will support your coaching and training of these professiionals. It focuses on 14 task management, communication and interpersonal competencies.
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360 for Teams
Do you have a project that requires you to improve the effectiveness of an entire team? TeamView360 focuses on seven task and process related competencies. With each report you gain insight on both individual contribution and team strengths / development areas!
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360 for Emotional Intelligence Competencies
Measures 17 critical competencies helping people to recognize, understand and manage their interpersonal behavior and emotions effectively.
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EQ Certification: An Innovative Program for Trainers, Consultants, and Managers
Do you want to be trained and certified to deliver our powerful Applying EQ At Work training workshop to your internal or external clients in the US or abroad? If so, we have an even better proposition for you: A 4 day certification process that gives you 2 workshops in one process.
You will be trained and certified to deliver our two popular workshops; Applying EQ At Work and Creativity At Work.
And you get over $1200 worth of materials, resources, and tools with your certification, in addition to your affiliation with a fast growing training company, HumaNext (Communication Ideas) offering every kind of training tool for all key skills in all media. You cannot ask for a better partner.
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Fear of Feedback - Executive Briefing Video
A great way to educate your organization on the value of feedback as you introduce a 360 program.
Featuring: Myra Strober, Professor, Stanford School of Education and Jay Jackman, Psychiatrist and Human Resources Consultant
Program Highlights:
- How to transform a feedback-aversive environment in your company.
- How the power differential affects giving and receiving feedback in organizations.
- Why you need to stop guessing what your boss wants, and actively go out and get the feedback you need.
Giving feedback to your subordinates can improve their performance and make you look better as a leader and manager. Receiving feedback can enhance your career and make your job more rewarding. Yet, in most organizations, there is a two-way conspiracy of silence that subverts honest feedback and causes a downward spiral of maladaptive behaviors: procrastination, denial, brooding, jealousy, confusion, blame and self-sabotage.
Strober and Jackman detail a road map for moving out of the fear and anger that lie beneath these behaviors, and into a mode that encourages open communication. They provide a four-step process for actively pursuing the feedback you need, and methods for giving feedback that allow you to feel comfortable and in control, whether the message is negative or positive.
Dr. Jay Jackman received his MD from Harvard Medical School and his BA from Columbia University. In 1999 he received a JD from the University of California Hastings College of the Law.
Dr. Myra Strober has a BS in industrial and labor relations from Cornell University, an MA in economics from Tufts University and a PhD in economics from MIT.
Format: VHS/ Length: 52 minutes(2004)/ $95.00
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360° Feedback: Strategies, Tactics, and Techniques for Developing Leaders
Find out how the emerging technology of multi-source assessment and feedback (360° feedback) can benefit your organization. This handbook presents concrete methods for creating, adapting, and using survey methods to provide sharply targeted feedback to leaders.
It contains case examples of applications of 360° feedback and spells out steps for creating instruments, analyzing data from them, and providing feedback in ways that both inform and inspire. The authors give step-by-step methods for using the best practices and avoiding the many pitfalls of 360° assessment and feedback.
Code..HR-360F/ $29.95
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It may take three or four people to really know one: Why You Need a 360-degree feedback
By Kenneth M. Nowack / Reprint permission by ASTD
Many organizations use some kind of 360-degree assessment inventory – called 360-degree because feedback is collected "all around" an employee, from his or her supervisors, subordinates, peers and customers. A 360-degree assessment provides a comprehensive summary of an employee’s skills, abilities, styles, and job-related competencies. The use of 360-degree feedback inventories is increasing for the following reasons:
- a need for cost-effective alternatives to assessment centers.
- the increasing availability of assessment software capable of summarizing data from multiple sources into customized feedback reports.
- the need for continuous measurement in continuous-improvement efforts.
- the need for job-related feedback for employees affected by career plateauing.
- the need to maximize employees’ potentials in the face of technological changes, competitive challenges, and increased workforce diversity.
Various 360-degree feedback inventories can be used in a wide range of HRD situations – including supervisory training, management development, assessment centers, succession planning, style and leadership awareness, career development, needs assessment, training and OD evaluation, employee coaching, and personnel selection.
Sources of feedback
Using 360-degree feedback assessments, employees can compare their own perceptions of their skills, abilities, and styles with the perceptions of others. But how accurate are self-reports? And how do they compare with the reports of others?
Studies suggest that in predicting job performance, self-reports tend to be less accurate than peer and supervisory reports. People may give themselves higher ratings on their own skills and abilities than others do. It’s important to recognize this “leniency effect” – particularly in employees who have poor insight into their strengths and weaknesses. Those employees may ignore negative feedback and resist making changes.
The first step in getting employees to change and improve is getting them to accept, in a non-defensive manner, critical feedback from others.
Each of the usual feedback providers – an employee’s supervisor, subordinates, peers, and customers – offers a unique perspective on the employee’s performance and potential. But these feedback sources don’t have equal opportunities to observe every aspect of the way an employee performs his or her job. Consequently, you should consider several factors before selecting people to give feedback.
If you plan to use feedback for an employee’s development, it’s important to gather as many diverse perspectives as possible. For succession planning, an employee’s direct supervisor may provide the only practical and desirable point of view. In some cases, it’s appropriate to ask employees to choose their own feedback providers.
There is no research to support an ideal number of feedback providers. Theoretically, a single accurate and objective appraisal of an employee’s skills, abilities and styles could be helpful. External consultants and suppliers usually call for 4 to 10 feedback providers in their 360-degree assessments. Who gives the feedback is more important than how many.
The goal of a 360-degree feedback assessment should be to give an employee objective, comprehensive, and accurate feedback. When an employee lacks faith in the people giving feedback, he or she may discount or ignore their perceptions.
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Or Call 1-973-427-3004
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Need Other Assessments Including “Paper and Pencil” Ones?
