360-Degree Feedback Assessment Paper

The 360-degree feedback assessment is one of the most broadly accepted and widely used tools for organizations to measure performances and gauge personnel development potential (Ghorpade, 2000). At the core of the concept is a multi-rater design that enlists the inputs from the rated individual, his or her peers, supervisors, customers, and other stakeholders with whom interactions and business transactions are deemed essential for the success of defined functions and duties (Rothwell, 2011). For example, a 360-degree assessment tool for a partner in an anesthesia practice group would incorporate a self-assessment, the input from other partners, the president of the group, nurses and surgeons with whom the partner in question works, the billing department, as well as a randomized sample of the patients and families he or she have provided care for. In order words, it measures what DePree (2011) described as the three-person individual; the person an individual thinks he or she is; the person others think he or she is; and the person he or she really is.

It is a feedback-based individual development measure, with a library of more than 90 competencies structured under three main clusters: leading others (for example, communication, diversity, conflict, motivation and relationships); leading the organization (for example, business acumen, change, influence, decision making, courage, system thinking, innovation); and leading the self (adaptation, integrity, composure, image, self-awareness) (Center for Creative Leadership, 2015). The company states that these different competencies could be customized to fit the specific needs of a client