To avoid criticism, do nothing, say nothing, and be nothing.

Elbert Hubbard (1856–1915)
American writer, artist and philosopher

360°-Feedback (aka Multi-rater Feedback) is not as relevant for a normal workshop but is designed more for managers and executive staff. For the sake of completeness it is mentioned here.

Historical Development

The idea of a 360°-Feedback is simple but works effectively as it can give a rather more rounded picture of a person. It is also not new: The German Wehrmacht were holding ‘Rundgespräche’ (round talks) in the 1930s already. Everybody who is in contact with a person, i.e. his superior(s), his colleagues, and his inferiors, is asked about him/her. A manager, for example, is thus viewed from all angles. This process offers a far more lucid snapshot of an individual in comparison to other test results used for further human resource development. Interestingly, in the Wehrmacht it showed that inferiors were much better able to judge how their leader would react under fire than any other testing method.

The idea was continued in USA social psychology and soon thereafter in the business world for improvement of leaders. Soon it became also part of Assessments for recruitment, like for example in the Hogan Assessment.

Application of 360°-Feedback in Workshops

In most cases there won’t be a 360°-Feedback in workshops. Simply because participants are usually equal and they know in each other only since the begin of a workshop. Thus, the required information for a 360 is not available. Feedback-Givers of a 360 should know the about a person in different situations.

An exception might be Team building. There you have a team including colleagues, superiour, subordinate etc. For a team building it can also be useful to integrate a 360. However, it should be worked upon and debriefed properly.

Forms of 360°-Feedback

Different standardized and elaborated methods for a 360 exist. They can different objectives. Thus, it is recommended to discuss and decide jointly with you customer for which one you opt.

For example the Global Leader Assessment was elaborated a 360 leadership assessment based on research in collaboration with CEOs of Fortune 100 companies, 18 global thought leaders and 300 business executives at 200 organisations on six continents.

Multipoint feedback

Multipoint Feedback asks participants to give their opinion/feeling/answer to several points. You can define these areas of improvement.

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Self Assessment as Facilitator

Knowing yourself is the beginning of all wisdom.Aristotle (384–322 BC)Greek philosopher and polymath For improving as a facilitator or moderator...

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Yesterday’s Click

Repetition is the mother of learning. So, the Yesterday's Click – aka Flashlight – recollects the memories of the previous day. Thereby it refocuses.

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One point feedback

One Point Feedback is an excellent way of receiving feedback quickly from the participants. However, it's limited as only one aspect is rated.

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Coordinates of Success

Coordinates for Success is a quick and easy two-point-feedback about a workshop day, given to the facilitator or moderator.

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Three Point Feedback

Three Point Feedback aims at improving facilitators, trainers, presenters. Three areas of performance are observed and rated in a scale.

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