360 DEGREE FEEDBACK
Our 360 degree feedback tools provide you with an all-round view of different assessment groups.
A 360 degree feedback offers the possibility to assess the competencies and performance of specialists and managers from different perspectives.
Our services range from the development of the tools to the comprehensive support of the feedback participants.
We distinguish between standard tools (defined questionnaire and evaluation) and individually adapted customer solutions.
We offer feedback processes for a wide range of target groups (management, sales, etc.).
Leadership Circle
This tool is specifically designed for the personal development of leaders. Through structured feedback from superiors, employees, colleagues or freely selectable persons, each participant receives a valid picture of his or her leadership performance in terms of:
> Personality,
> Competencies,
> Areas of action and
> Spin-out factors.
From this feedback, development areas for improving the performance of one’s own area can be derived.
Leadership Circle New Work
This tool is designed to prepare leaders for the future in the VUCA world. The assessment groups supervisors, employees, colleagues and other assessors evaluate the four areas:
> Future competencies,
> Unfavorable behavior,
> Leadership density and
> Output-factors.
Project Management Circle
This tool allows project managers to be assessed by project clients, project staff, colleagues and others.
The areas of
> Personality
> Competencies
> Areas of action and
> Spin-out factors
are recorded.
Here, important development points can be uncovered for those leading projects.
Option
The Option is a 360 degree feedback system that helps translate the Wildenmann Potential Model into observable behaviors in everyday life.
The Wildenmann Potential Model consists of 4 factors:
> Complexity processing,
> Motivation from the unsolved,
> Influence on social systems and
> Learning from experience.
These are recorded in the option as self-assessment and external assessment. In addition, it is evaluated whether a technical or management career is more likely to be recommended for the feedback taker.
Change Circle
With this tool, managers receive feedback on their ability to induce change. They are assessed by their superiors, colleagues, employees and other assessors.
The areas assessed are:
> Personality,
> Competencies,
> Areas of action and
> Spin-out factors.
Additionally, there is an evaluation focusing on change agility.
Talent Circle
This tool is used for employees without management responsibility. By means of structured feedback from superiors, cooperation partners and colleagues as well as other assessors, each participant receives a valid picture of his or her performance in terms of:
> Personality
> Competencies
> Work behavior and
> Spin-out factors.
From this feedback, development areas for improving the performance of one’s own area can be derived.
Attitude
Attitude focuses on customer contact. Here, feedback recipients receive feedback on the following areas:
> Work attitude
> Emotional stability
> Attitude
> Self-efficacy
> Individual customer centricity, etc.
Supervisors, employees and managers with direct customer contact as well as cooperation partners can provide feedback here.
Sales Circle
The focus of this tool is on the salesperson. The salesperson is assessed by superiors, cooperation partners and other persons.
The areas consist of:
> Future competencies
> Sales density
> Personality
> Unfavorable behavior
Areas for improvement in sales behavior are revealed.