360 degree assessments: You might be surprised by the results

This month we will be talking about workplace assessments. The first one is a 360 degree assessment. In this video, I discuss what that is and how it benefits an organization.

Here are some examples of the kinds of questions asked in a 360 degree assessment:

What are the CEO’s greatest talents, gifts, and strengths?

What does he do better than anyone else you have seen?

What do you and others count on him or her for?

What do you hear most often about him or her from other people?

How would you describe the CEOs a person?

What is the CEO’s most critical development need?

What could cause him or her to fail or become derailed in his career and work?

How else would you like to see the CEO grow and increase his or her skillset?

On a scale of 1 to 10, rate the CEO’s leadership attributes:





Organizational savvy____

Ability to develop staff_____





Knows the business_____

Builds relationships_____

How does the CEO make YOU feel?

What should the CEO be doing that he or she is not, in your opinion?

What else would you like to tell me about the CEO?

I find that bosses are often surprised by some of the information in the final 360 degree report.

Bosses typically view themselves differently than their employees view them (more positively than employees view them is the usual). With credible coaching, the manager has the opportunity to make necessary changes/shifts in behavior and performance if the person truly desires to do so.

Would you be open to an assessment like this? Why or why not?

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