What is a 360 assessment?
360-degree assessments are valuable tools for development because they offer a comprehensive, well-rounded perspective on an individual's performance, skills, and behaviors.
The feedback process involves input from peers, subordinates, supervisors, and customers to understand an individual's strengths and areas for improvement. Combining 360 assessments with psychometric assessments (like DiSC or Hogan) provides a comprehensive view of skills, values, and reasoning ability. These assessments offer actionable insights for growth and development.
The Right 360 for Your Needs
LVI by Kaiser
The Leadership Versatility Index provides a clear path to better performance. Leaders are not just derailed by their weaknesses. Sometimes, it’s their “strengths that become a weakness” through overuse. The Too Little / Too Much scale lets leaders know when they’ve crossed that line.
It also tells leaders what they’re doing right – and what they could emphasize more to have an even greater impact.
Hogan by PBC
With both soft and hard skills thoroughly evaluated, leaders will gain deeper insight into their leadership expectations across stakeholder groups and will be able to prioritize specific areas for self-improvement. This assessment includes benchmarks from 18,000 managerial and leadership scores in Hogan’s global database.
The average time a rater will spend evaluating a participant is about 20 minutes.
Korn Ferry
Developed with Korn Ferry’s impressive Leadership Architect competency library, this assessment will assess all 38 competencies or any subset of your choice. This comprehensive solution provides deep insight for any level employee, from entry-level individual contributors to senior-level executives including benchmarks for the right level.
If the participant is evaluated on the full competency library, the average time a rater will spend on this assessment is about 65 minutes.