We often get asked the difference between 360 Degree Feedback and Psychometric Profiling
Psychometric Profiling tools such as
Myers Briggs Type Indicator (MBTI) , DISC (Thomas International) or Forte Communications Style Profile work by asking you to choose a number of preferences and then tries to predict how you are likely to behave in different situations. For example: do you generally focus on the outer world or your own inner world (intraversion or extraversion), focus on basic information or on your interpretation of what you see or hear (Sensing or Intuition), use logic or look at the people and their feelings (Thinking or Feeling) or do you prefer to close off an issue or leave it open to new information and options (Judging or Perceiving)?
360 Degree Feedback on the other hand uses structured questions - generally based around an appropriate competency framework - to ask a number of people who know you well for observations about your real life behaviour. The aspects of behaviour covered by the competency framework are largely a matter of choice dependent on what is appropriate for the job or circumstances of the individual. In fact there is likely to be a parallel between the job description and the competency framework to be used.
Thus Psychometric Profiling measures your preferences and then predicts how you are likely to choose to behave, while 360 Degree Feedback focuses on your observed behaviour.
Each of these techniques has its place and used properly the two combined together can provide an incredibly powerful diagnostic resource for both individuals and the organisations they find themselves in.
Labels: 360 degree feedback, Myers Briggs
In his
article published in the P & I Journal David Lassifer at
Marriott Hotels writes: "My first experience with 360° feedback was a life changing event.... For the first time I was able to see a side by side a graphic representation of how I, and others, viewed my effectiveness."
Like many of our customers Lassiter found that the results weren't entirely what he was expecting. But although like most of us his first instinct was to look at the shortcomings he soon found that he had strengths too that he hadn't realised.
The term 360 degree feedback comes from the analogy to a compass, that 360 degree feedback provides feedback from many different points of view. Compared to traditional one to one performance reviews it is significantly more powerful and accurate. Because many different points of view are taken into account people are more likley to accept what is said in good faith whereas one to one feedback from a manager is more likely to be viewed cynically and indicative of some hidden agenda on the manager's part. As one user of 360° said, "Everybody can't be out to get me."
Labels: 360 degree feedback, Marriott Hotels
