More and more organizations are using 360-degree feedback to provide an opportunity to talk about key changes. This second edition of the best-selling book includes research and information that more accurately reflects who is using 360-degree feedback and where and how it is being used. In addition, the authors incorporate information about the impact of advances in technology and the more global and virtual work environment. This new edition includes case examples, tips, and pointers on preparing 360-degree feedback and information on how to implement it.
THE ART and SCIENCE of 360° Feedback
When it was first published in 1997, The Art and Science of 360-degree Feedback quickly became a bestseller with human resource professionals and line managers. As with the first edition, this thoroughly revised and updated version addresses two fundamental questions: How do I go about selecting the best approach to 360 for my needs? How can I ensure that we get the most out of a 360-degree feedback process?
Written by Richard Lepsinger and Anntoinette D. Lucia—two experts in the field—this book offers a comprehensive guide with step-by-step instructions for implementing a successful 360-degree program in the workplace. This new edition has been completely updated and contains data that reflects the most current information on the topic, illustrative new examples, and relevant statistics about who is using 360-degree feedback and where and how it is being applied. This revised edition also contains valuable information about how advances in technology have changed the feedback process and addresses how to apply them to the global and virtual work environments.
As the authors explain, 360-degree feedback is a valuable tool for enhancing the effectiveness of individual managers and leaders. The reporting of all recipients' results in an aggregate report can provide vital data for the organization as a whole. The aggregate report enables organizations or work groups to identify and take advantage of under-utilized personnel strengths to increase productivity, enhance the value of succession planning by providing relevant and useful information on an individual's current performance and potential, and design more effective and targeted coaching and training initiatives.
