360°Calibrate

Most standalone 360° assessments leave the leader more confused and deflated than inspired, and here’s why. Imagine your leader read a document which highlighted their strengths and their shortcomings. Most people tend to focus on the negatives rather than the positives, and now your leader is sitting their thinking about what’s ‘wrong’ with them and they’re facing these issues alone without support. One CFO claimed that a standalone 360 assessment is like a Dr. giving your horrible news about your health, and then while leaving their office they say, ‘good luck.’ It can be damaging to say the least. Here’s how we’re different.

Unlike other standalone 360° appraisal systems, DVELUP’s 360°Conversion is designed to provide a completely comprehensive insight to your leader’s performance, remove barriers to feedback and ensure lasting performance results by utilizing the leader’s support system, the human resources sponsor and their supervisor. How DVELUP’s process differs from the standard 360° individual assessment in that it includes two additional supportive feedback sessions with a DVELUP executive coach.

The first session focuses on the executive coach working with the leader to review and draw value from the 360° assessment feedback, and to answer any questions that the leader might have.

The second session focuses on collaboration between the leader and the executive coach to create a Development Plan to guide the leader’s growth.

During the third and final session, the leader and an executive coach will revisit the feedback of the 360° assessment and Development Plan alongside the leader’s direct supervisor and human resources executive sponsor. Together, the four will discuss the supervisors, and human resources executive sponsors roles and responsibilities in supporting the leader’s growth and holding the leader accountable for their Development Plan moving forward.

The extensive feedback support in the 360°Conversion process facilitates developmental action planning, increases the effectiveness of the feedback being given, and allows the leader to set measurable and specific developmental goals.