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
