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Feedback
360°


Evaluating human capital
on the basis of behaviour
actually observed

We at INSIDE have consolidated experience in the use of the Feedback 360° tool. This is crucial in the evaluation of human capital on the basis of behaviour observed in the working environment while individuals are carrying out their specific duties.

Feedback 360° is an activity that enjoys a high level of satisfaction in the process of developing managerial competences, given that it facilitates and spurs professional growth.

Identifying
actions and
objectives


A powerful tool for developing
managers, resulting in:

  • raising self-awareness and confidence in their own effectiveness and actions
  • optimising perceptions, providing timely feedback on the principal areas of strength and those that require improvement
  • identifying a development pathway in relation to managers’ objectives, inclinations and professional abilities
  • disseminating and communicating a successful managerial and behavioural model
  • planning, organising and coordinating development initiatives in a systematic manner
  • monitoring, evaluating and verifying initiatives for personal growth and development

The method

1

Gathering
information

Using a questionnaire created ad hoc and complied by individuals online, a range of observations are gathered from various observers. The questions are formulated so as to reveal behavioural interconnections and enable each Manager’s leadership style to be identified.

2

Comparison 

The results from the questionnaire are used to map a reference system and for comparison with a Manager’s self-evaluation.

3

Feedback 

Feedback meetings are organised, during which the INSIDE Coaches help the managers to interpret the results, embracing a systemic approach. The meetings facilitate awareness and understanding. The managers identify the actions relevant to their personal and organisational development objectives, and to their role.

4

Development
plan

Each meeting ends with the determination of an individual and organisational development plan, which is the result of a process of reflection and cognitive elaboration.

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