Talent Solutions
Get a 360 degree view of your leaders!
Overview
A 360 Degree Feedback lets organizations collect anonymous feedback from a variety of stakeholders such as self, direct reportees, peers, managers, senior managers and, wherever applicable, customers. This is relevant for Training Needs Identification, High Potential Identification, Performance Appraisal and Leadership development processes.
The 360 degree feedback can easily be customized to your organization’s needs. We assist with the survey creation process bespoke to your competency frameworks; use our pre-build templates or create customized surveys as you need.
Depending on the range of feedback required, we can also configure a 90 degree, 180 degree or 270 degree feedback on the same tool.
ECHO360 Leadership Model
Jombay’s standard Leadership model is inspired by Scouller’s 3P model of Leadership. The three main pillars of leadership described by Scouller are
Jombay’s standard Leadership model is inspired by Scouller’s 3P model of Leadership. The three main pillars of leadership described by Scouller are
Key details
Public leadership is about leading larger groups, serving and guiding the group or business as a whole.
Behaviors under Public Leadership are: Propelling Vision, Driving Teamwork and Collaboration, Driving Execution Excellence, Nurturing Excellence Orientation, Driving Innovation, Strategic Agility, Fostering Team Harmony, Driving Performance
Private leadership is one-to-one handling of individuals.
Behaviors under Private Leadership are: Coaching and Mentoring, Developing and Nurturing Relationships, Having Meaningful Conversations, Influencing and Making Impact
Personal Leadership is the leader’s psychological, moral, and technical development and its effect on the presence and behavior – and therefore on the people around him.
Behaviors under Personal Leadership are: Self Reliance, Emotional Intelligence, Development Orientation
ECHO360 Point of View
ECHO360 reports help the candidates and the organization through a visual representation of the underlying perception gaps between the self rating and the stakeholder rating. Self rating is the reflection of one’s ideal self and stakeholder rating is believed to be the reference point for reality. People by nature are motivated to reach a place where self concept is closely aligned to the perceptions specifically in the professional settings. Thus, they become more motivated to work on themselves, if they observe a gap between what others perceive them as and their own rating to minimize the gap. This leads us to propose that perception gaps are the biggest take-away from a 360 degree feedback report.
A few common patterns emerge
from the ratings received in all
or either of the five categories
Overly Confident
Some people give themselves very high ratings while receiving lower ratings from all others. It can be humbling to accept this 360 degree feedback.
Overly Critical
They might rate themselves low, and receive consistently higher ratings from all others. They may be holding back what is possible.
Out Of Favor
With The Boss
From time to time, a person receives fairly good ratings from everyone except their manager. It may be that this person is friendly and easy to get along with, but fails to produce sufficient results. Fortunately, the ratings of Peers and Direct Reports provide additional points of view.
Managing The Boss
If a person receives consistently high ratings from the Manager, even when all others give lower ratings, there is evidence that much time and attention is placed on “serving the Manager.”
Managing The Turf
If a person receives high ratings from the Manager and the Peers, but low ratings from Direct Reports. The needs of those above and around the person are being met, even if subordinates struggle.
A few common patterns emerge from the ratings received in all
or either of the five categories
Overly Confident
Some people give themselves very high ratings while receiving lower ratings from all others. It can be humbling to accept this 360 degree feedback.
Overly Critical
They might rate themselves low, and receive consistently higher ratings from all others. They may be holding back what is possible.
Out Of Favor
With The Boss
From time to time, a person receives fairly good ratings from everyone except their manager. It may be that this person is friendly and easy to get along with, but fails to produce sufficient results. Fortunately, the ratings of Peers and Direct Reports provide additional points of view.
Managing The Boss
If a person receives consistently high ratings from the Manager, even when all others give lower ratings, there is evidence that much time and attention is placed on “serving the Manager.”
Managing The Turf
If a person receives high ratings from the Manager and the Peers, but low ratings from Direct Reports. The needs of those above and around the person are being met, even if subordinates struggle.
Tools for 360 Degree Feedback
ECHO360 is personalized to meet your talent requirements and provide a comprehensive overview of your organization. It stands apart from conventional assessments because of its multi rater approach. The platform collects ratings from multiple sources to get feedback from peers, bosses, direct reports, and customers.
It is rolled out in the form of a survey where feedback-givers rate the feedback-seekers. The platform allows participants to rate individually, all at once or as per role. These ratings parameters are related to relevant skills, competencies and behaviors.
Depending on the range of feedback required, we can also configure a 90 degree, 180 degree or 270 degree feedback on the same tool.
Why use ECHO360 Solution?
ECHO360 Solution is widely used for Training Needs Identification, High Potential Identification, Performance Appraisal and Leadership development processes. Given below are the various benefits of using ECHO360 Solution.
ECHO360 Solution is widely used for Training Needs Identification, High Potential Identification, Performance Appraisal and Leadership development processes. Given below are the various benefits of using ECHO360 Solution.
benefits
Customize the experience by adding employer branding and creating your own specific job profiles.
Modern Day Leadership Model
80% of the business leaders and executive coaches interviewed on their experience with Jombay’s model have said that this comprehensively covers the aspects of the leaders in the VUCA world. The 3P model has been observed to be more relatable to the candidates across levels and industries. It talks about the aspects needed by leaders in the organization at all levels
When the individual compares their self rating with other’s ratings, he/she gets a deeper understanding of how they are perceived by others in the organization. Agreement Areas, Perceived Positive Differences and Perceived Negative Differences are highlighted
Balanced And Holistic Perspective
Individuals get a balanced view of their skills and behaviors, since feedback is not just from the supervisor, but from a variety of people in the organization. This kind of feedback is therefore perceived to be more constructive and easier to accept for the individual.
Helps Design More Effective Training And Development Plans
The multi-rater feedback method helps identify hidden strengths and areas of improvement that were unknown to the individual. Thus, it allows for the creation of a tailored development and training plan.
Increased Participation And Ownership
The multi-rater feedback is perceived as being fair and more accurate than feedback received just from the supervisor. This encourages the individual to take a central role in their own development and also increases the engagement of employees in the feedback process.
Available in different languages on request.
Report
ECHO360 reports help the candidates and the organization through a visual representation of the underlying perception gaps between the self rating and the stakeholder rating. Take a look at the individual report that is delivered to candidates who take the 360 Degree Feedback.
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