ATLANTA LEADERSHIP CONSULTING, LLC

360 DEGREE FEEDBACK

VOICES® with Development Tracker ™, Lominger’s competency-based feedback tool, was designed to help organizations provide timely, confidential, and accurate 360 degree feedback.  Survey administration of their Web-based surveys can be conducted inside your company or outsourced to Lominger’s Global Survey Center.

We offer a wealth of experience with this tool, having provided over 850 feedback sessions to managers spanning more than a decade of work with this tool.  While most of those sessions have been delivered face-to-face with managers in North America, a number have been successfully delivered by phone for Asian managers of an automobile manufacturer. 

From these sessions leaders learn how they are doing on 67 specific competencies as well as 19 potential career stallers and stoppers.  They also learn how important these competencies are to success in their current job.  It’s the starting point for helping a manager to understand where their opportunities for improvement exist and to assess which ones are likely to have the greatest impact.

Gap analysis identifies those competencies that are high in importance but low in performance, and from that group 2-3 are selected for development.  Effective results-oriented development plans can be crafted, including wonderful resources that can be used on the job, where the manager will use their team as a “learning lab”, trying new approaches in the process of gaining new skill. 

Over time, HR staff can catalog the importance results for each leadership role in the organization.  Once complete feedback sessions can then compare a manger’s strengths and weaknesses not only to his or her current role, but also to other possible future roles, creating the opportunity to effectively build bench strength.  It's an important additional layer of motivation, which is the key to a successful program.

Someone once said, “We don’t know what we don’t know.”  It’s true, and 360-degree feedback is the way to find out.  We know from research that when individuals assess themselves, they are less accurate than are their direct reports, their peers or their bosses.  While we’re pretty good a figuring out our own strengths, we don’t do as well with weaknesses, and we’re particularly prone to miss weaknesses that have to do with personal or interpersonal skills.  Facilitated 360-degree feedback helps managers and others better understand themselves and become motivated to become better.

Awareness is the first step in the six-step process that leads to lasting change, and there is no better way to create it than through skillfully-facilitate 360 degree feedback.

Oftentimes, companies will choose to have us train one or more members of their own staff to deliver feedback for managers and high potentials, but have us deliver feedback for more senior people in the organization, which we're happy to do.

 " Clarke Peterson and I worked together at Utica National for nearly 20 years, and he did a wonderful job installing and insuring the success of our corporate leadership development program.  During my participation in one-on-one feedback sessions with Clarke, I thought his analysis of the data was insightful, and the personal interaction made it an enjoyable experience.  Overall, it was a great experience for me."


-John R. Zapisek
Retired EVP & CFO
Utica National Insurance
Group