Stakeholder 360 Degree Assessment

In the 360-degree Stakeholder Feedback Assessment, the leader's supervisor plays an active role throughout the process, reviewing results and discussing development opportunities and future implications. Unlike our Developmental 360 tool, this Stakeholder process emphasizes dialogue between the leader and their supervisor for a deeper understanding of development needs and action planning.

What to expect

  1. The Talent Strategy (TS) consultant meets with the manager to review the process and expectations.
  2. The manager discusses the proposed process with the leader.
  3. The TS consultant meets with both the leader and the manager to discuss the process including:
    1. Desired outcomes
    2. Manager’s role in this process
    3. Timeline
    4. Rater selection
    5. Email templates
  4. The leader creates and shares the rater roster with the manager for discussion and approval. 
    1.  Upon the creation of a rater roster, the use of the “Other Leader” category should be done in consultation with the Talent Strategy Consultant based on the context of the role. As with the role of the manager, the numeric/quantitative feedback is seen directly on the final report and is not anonymous.
  5. If an “Other Leader” category is to be used particularly in a Stakeholder Assessment, both the manager and other leader must be made aware and agree. The Talent Strategy consultant can help support communications best practices.
  6. Finalized roster sent to TS consultant for approval.
  7. The leader sends an email to the raters alerting them to the forthcoming assessment and notifies the TS Consultant of any email errors.
  8. In some cases, we advise that the supervisor send out a customized communication [template HERE] to the leader’s raters, helping to ensure that raters understand the goals of the assessment process and how the data will/will not be used.
  9. The TS Consultant forwards the rater roster to the assessment administrator.
  10. The assessment is launched and remains open for approximately three weeks.
  11. Midway through the assessment, the TS Consultant checks response rates and contacts the leader if additional email reminders are needed to increase responses.
  12. The assessment closes, results are calculated, the report is generated, and quality checked.
  13.  The TS Consultant meets with the leader to review the assessment results, discuss potential items to include on a development plan, and determine the structure of the upcoming meeting with the manager
  14. The TS Consultant meets with the manager to review the assessment results, discuss potential items to include on a development plan, and determine the structure of the upcoming meeting with the leader
  15. The TS Consultant, leader, and manager meet together to discuss the assessment results, create a development plan that aligns with the strategic priorities of the college/unit, and determine the role of the consultant moving forward.