Leadership Competency Assessment (LCA) 360 Degree Feedback
One of the more important ways that employees can develop is to receive ratings of their performance from their co-workers—bosses, peers, subordinates, and others. Known as 360-degree feedback, this activity is now widely used in leadership development.
Why LCA 360-Degree Feedback
360-degree feedback is a vital part of performance, growth, and development. Leaders and managers need to understand and know how they interact with others and understand the impact of their interaction with those around them. The perceptions of others within their circle of influence, whether those perceptions are accurate or inaccurate, often impact their level of success. This is where LCA 360-degree feedback helps.
How is LCA 360 Degree Feedback captured?
The respondent and his or her assesses receive an online questioner. The respondents typically include the employee's manager, peers, and direct reports. A mixture of about eight to twelve people fill out an anonymous online feedback form that ask questions covering a broad range of workplace competencies. The feedback forms include questions that are measured on a rating scale and also ask raters to provide written comments. The person receiving feedback also fills out a self-rating survey that includes the same survey questions that others receive in their forms.
Tabulation of Data:
The LCA – 360 Degree Feedback online surveys tabulates the results and presents in a graphical format so that the recipient creates a development plan. Individual responses are always combined with responses from other people in the same rater category (e.g. peer, direct report) in order to preserve anonymity and to give the employee a clear picture of his or her greatest strengths, blind spots and areas for improvement.
What will LCA 360 Degree Measure?