The following tips are from 360 Feedback by John E. Jones, Ph.D. and William L. Bearley, Ed.D. Drs. Jones and Bearley are experienced professors and consultants who have done substantial work in the field of employee surveys and 360° feedback with numerous public and private organizations.

Easy-to-Sell Options

One-on-one consultations with individual leaders. Often you can establish sufficient rapport with one or more highly situated organizational leaders that you can sell them on the idea of conducting 360 degree assessments on themselves. Then you can implement a plan such as the following:
  1. Adapt the Survey of Needed Competencies to your situation. Develop a customized assessment instrument for the particular leader, getting his or her buy-in for the content, scale, and format.
  2. Conduct the survey with the leader.
  3. Analyze the data and prepare a confidential feedback report.
  4. Work through the data and planning with the leader.
  5. Assist the leader in following through on his or her self-directed action plans.

Needs assessment for a new management development course. Use 360 degree assessment on potential Course participants instead of the traditional anonymous needs-assessment survey. Use a plan such as the following:

  1. Analyze your course-design options.
  2. Identify “target” leaders.
  3. Solicit their cooperation with peer- and subordinate-feedback assessments of them, along with their self-ratings.
  4. Conduct the survey and prepare individual feedback reports.
  5. Draft the course design to cover what you identify as common opportunities for improvement.
  6. Deliver the reports and the design draft to the prospective attendees.
  7. Schedule the course and recruit participants.