Fundamentally a 360? assessment is a collection of opinions on an individual's performance from his or her boss, peers and subordinates, as well as their own opinion. Different types of 360? assessment may measure different things but they are usually aimed at facets of management or leadership. They might include such dimensions as team working, empathy, results orientation, negotiation style, influence and control and interpersonal skills.
Being the subject of a 360? can be quite an intimidating experience, particularly in the context of Asian culture where it is not usual for people to provide direct feedback to others, especially their boss. However, it can be enormously powerful as a developmental tool. I always describe it to my clients as a "behavioural mirror". When you look in a normal mirror you see your physical self. A 360? is like a behavioural mirror. It shows you who you really are, as viewed by your colleagues, regardless of who you think you are. If properly positioned and professionally handled a 360? can be extremely valuable to the participant, provided they accept the results and acknowledge the strengths and weaknesses it discovers.
The process normally starts with the subject of the 360? choosing at least three or more peers and three or more subordinates, plus their boss as observers. There might even be more than one boss in today's matrix management style of organisation. The observers complete a questionnaire designed to test their opinions on the manager's performance. Answers can be given by choosing from multiple choices, or by selecting a score from 1-10, or by marking a scale from "most like" at one end to "least like" at the other. The construction of the questionnaire depends on the instrument being used. Results are then aggregated and presented in the form of a score for each facet being measured.
Scores derived from peers and subordinates are aggregated to preserve the anonymity of the observers. Such anonymity is essential if observers are to be honest in their feedback. When the final report is produced no-one should be able to tell who said what, although the boss's scores are normally shown separately. In earlier days a 360? might be implemented by a consultant personally interviewing observers, or they might even be invited to a group feedback session. Nowadays electronic or Web based questionnaires are much more prevalent.
Similarly the results of the questionnaire are normally computer generated and may be presented in graphical form showing aggregated scores on each dimension on a scale, or in narrative form, or a mixture of both. Of utmost importance is the way that the results are fed back to the participant. A 360? is a dangerous weapon in the hands of an untrained user. A careful balance needs to be struck in the way that any apparent weaknesses are balanced by equally important strengths. It is vital that the person giving the feedback not only understands the feedback process but is also fully conversant with the particular instrument being used. If the feedback is given skilfully and sensitively the participant will gratefully accept the findings and view the whole experience as a positive step in his or her professional development.
When employing an external consultant to conduct 360's, questions that should be asked are:
a) How well proven is the chosen 360? instrument? Is it reliable and valid? b) Is the consultant fully trained and licensed in the use of the instrument? c) Is it administered in a way that fits the need, i.e. paper based or Web based? d) Is the questionnaire constructed in a way that eliminates "halo" effect, i.e. by looking at the questions is it possible for an observer to deliberately mark-up a score if they like the person being measured, or vice versa if they don't like him or her? e) Does the instrument measure what needs to be measured?
These are the fundamental questions that need to be answered before launching into a 360? exercise. If done well and with good instruments, 360's are an extremely valuable tool in identifying developmental needs in order to produce higher performing managers and executives.
Until recently, it's the trusty old dumbell (or free weights as they are called) are the most popular form of strength training there is.
During earlier times, early bodybuilders improved their strength by lifting a new-born calf right over their heads. As the calf grew, the weight that they lift also increased, probably the earliest model of the progressive strength training routine.
It has developed into the modern weight stack machines that many bodybuilders are able to use now. Now there is no need for them to lift a calf over their heads.
Free weights come in the form of dumbells and barbells. There are two types of dumbells available for use. There is a type of dumbell that is a one piece and single weight component. There is also a type of dumbell designed like barbells, with a central bar and removable weights that can be switched.
This dumbell design takes up less room and is relatively cheaper than the single weight dumbell. On the other hand, this dumbell will take up more time to use because you have to change the dumbell weights for each exercise.
A major advantage of using dumbells over modern machines is that they are more efficient in strengthening the whole body. Most dumbell exercises are done while standing, making the whole body support the weight. More of the body's muscles are being used when doing this exercise.
Another important fact to note is that weight bearing exercises like this promotes bone mineralization, an important factor in the prevention of osteoporosis in the later years.
Another advantage of dumbell strength training is that you will be able to mimic certain sports specific motions. Without the restrictive guiding of modern weight machines, the user can design a dumbell exercise that will closely imitate some actual sports specific motions in order to strengthen the necessary muscles.
Along with advantages, dumbell exercises also have some disadvantages. One would be safety. A dumbell user needs to have greater stabilizing control over the weight of the dumbell. If you lose control of the weight, he runs the risk of injury on his muscles or injury when he drops it right on his feet.
With modern strength machines, there is little possibility of this occurring since these machines are designed for safety and you may be more comfortable lifting heavier weights which will help accelerate muscle mass gain.
Moreover, dumbell exercises can also put a heavy toll not only on your muscles but also on your other joints and tissues.
When a free weight is on the return portion of the exercise, the weight has built up substantial momentum that your muscles must try to overcome. This action will place considerable amount of stress not only on your muscles but also on your joints and connective tissues as well such as your tendons and ligaments.
So whether you prefer to use a dumbell or a weight machine to do your weight training, it is all up to you. Just always remember to take good care of using them.
You must be aware of the proper weight lifting exercise techniques in order to avoid injury. As long as you know the proper way of doing your weight training, whether it is with a dumbell or a weight machine, you will be in safe hands.
Both Dennis Heath & James Monahan are contributors for EditorialToday. The above articles have been edited for relevancy and timeliness. All write-ups, reviews, tips and guides published by EditorialToday.com and its partners or affiliates are for informational purposes only. They should not be used for any legal or any other type of advice. We do not endorse any author, contributor, writer or article posted by our team.
Dennis Heath has sinced written about articles on various topics from Succession Planning, Dating and Romance and Marketing. An original article by Dennis Heath, Managing Director of WayAhead Leadership Solutions Pte Ltd, first published in the Singapore Straits Times in June 2005. The WayAhead web site can be found at:. Dennis Heath's top article generates over 9900 views. to your Favourites.
James Monahan has sinced written about articles on various topics from Health Care, Health and Modelling. James Monahan is the owner and Senior Editor of and writes expert articles about. James Monahan's top article generates over 49500 views. to your Favourites.