Maximizing the Value of 360-degree Feedback: A Process for Successful Individual and Organizational Development (J-B CCL (Center for Creative Leadership)) (Hardcover)

~ Walter W. Tornow (Author), Manuel London (Author) "The effectiveness of 360-degree feedback depends on four inter-connected elements..." (more)
Key Phrases: posttest ratings, pretest ratings, continuous learning culture, First Union, United States, Bravo Data Corporation (more...)

Product Details

• Hardcover: 320 pages
• Publisher: Jossey-Bass; 1 edition (March 23, 1998)
• Language: English
• ISBN-10: 0787909580
• ISBN-13: 978-0787909581
• Product Dimensions: 9 x 5.9 x 1.1 inches
• Shipping Weight: 1.2 pounds (View shipping rates and policies)
• Average Customer Review: 4.5 out of 5 stars  See all reviews (2 customer reviews)
• Amazon.com Sales Rank: #793,361 in Books (See Bestsellers in Books)

Customer Reviews

Most Helpful Customer Reviews

38 of 45 people found the following review helpful:

5.0 out of 5 stars Why Do We Measure?, May 1, 2000

By	Turgay BUGDACIGIL (Istanbul, Turkey) - See all my reviews (TOP 1000 REVIEWER)

"For several reasons", M.London and W.Tornow write, "360-degree feedback has become a popular technique in organizations today. The complexity of jobs requires that employees have feedback from a variety of constituencies, not just their supervisor, who has traditionally been the source of feedback and performance review. Also, organizational restructuring and downsizing place the burden of development on the employee. Today's organizations generally do not provide structured career paths with promises of job security and advancement. Rather, individuals need to be responsible for their continued ability to add value to the organization. The organization enables this by providing a variety of resources, which often include access to training to improve current job performance and prepare for tomorrow; 360-degree feedback may be part of this development process (from the Introduction pp. 2-3)."

In this context, as a collection of chapters addressing the broad issue of using 360-degree feedback for individual and organizational development, authors from Center for Creative Leadership (CCL) :

* review origins of 360-degree feedback in organizations.

* discuss the standards and dimensions of performance that are rated in a 360-degree survey.

* focus on the quality of the ratings and the information they convey to the feedback recipients.

* examine the outcomes of the 360-degree feedback for performance improvement and development.

* describe the kind of program (Leadership Development Program) that can enhance the 360-degree feedback process by presenting a case study.

* consider the benefits of the 360-degree feedback process for organizations and how current practices affect these benefits.

* describe the internal and external forces affect the process of 360-degree feedback.

* examine the advantage of involving customers in the 360-degree feedback process and in the development of organizational strategy.

* show how 360-degree feedback can be an integral part of establishing a learning culture.

* focus on standard 360-degree feedback instruments such as : (1) the questionnaire, (2) the scored feedback (or results), and (3) the administrative process.

* discuss what is involved in applying the 360-degree feedback process in different countries in a multinational organization.

* focus on using 360-degree feedback surveys to measure what happens as a result of an intervention rather than using the data from 360-degree feedback to identify a needed development intervention.

"In conclusion", W.Tornow and M.London write, "organizations can maximize the value of 360-degree feedback as a process that will create successful individual and organizational development. This can be done by being intentional and systemic when designing and implementing a 360-degree feedback program such that it fits with the intended purpose, is aligned with the business goals and strategies, and is integrated with other HR systems (from the Conclusion p.258)."

I highly recommend.

4.0 out of 5 stars A good practical overview of a performace management best practice, March 3, 2006

By	Louise McCauley (Chicago, IL) - See all my reviews

A 360-degree feedback survey collects inputs from bosses, subordinates, peers, clients and customers and even self-evaluations to create a complete picture of performance, pinpointing areas for improvement. This is a more reliable indicator of performance because no one person is able to see all aspects of an employee's performance, or to report on all of the many roles that an employee may fill. The authors believe that you should use the information from 360-degree performance evaluation not just on an individual basis, but as a foundation for an organization-wide performance management system that applies to every individual and group in the company. A performance management system can help your organization in many ways:
1. By creating a focus for employees on the skills and competencies that are crucial to the organization, aligning individual goals with company goals.
2. By reinforcing the working relationships throughout your company that contribute to performance and success.
3. By creating a corporate learning culture.

There's a lot out there now on 360 Degree Feedback. This book is concise and practical. A good resource.