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Description
Introduction to 360-Degree Feedback in OrganisationsCOURSE OVERVIEW: Welcome to the Introduction to 360 Degree Feedback in Organisations course. This program will equip you with a clear understanding of what 360 degree feedback is, why organisations use it, and how it supports leadership development, continuous learning, and organisational improvement. You will explore the purpose of 360 degree feedback, the qualities that make it effective, the importance of ownership and accountability in the
COURSE OVERVIEW:
Welcome to the Introduction to 360-Degree Feedback in Organisations course. This program will equip you with a clear understanding of what 360-degree feedback is, why organisations use it, and how it supports leadership development, continuous learning, and organisational improvement. You will explore the purpose of 360-degree feedback, the qualities that make it effective, the importance of ownership and accountability in the process, and the conditions that allow feedback to become a powerful driver of behavioural and cultural change. This course also examines the credibility of the 360-degree feedback process, the commitment required from participants, and the importance of communicating expectations clearly to employees throughout the process.
This course begins by examining what 360-degree feedback is, the purpose behind the approach, and the various uses of 360-degree feedback in organisations. You will explore how organisations primarily use 360-degree feedback for developmental purposes, the qualities that define high-quality feedback, and why the ownership of participant data is critical for trust and engagement. This section also explains participant accountability, how feedback stimulates change, and the importance of credibility and commitment within the 360-degree process. You will examine how effective communication shapes employee understanding and how strong 360-degree processes encourage continuous learning across the organisation. This section also introduces how the 360-degree feedback process works, why it is needed, how it supports organisational values, and why gathering multiple perspectives increases accuracy and insight. You will explore the role of 360-degree feedback in leadership development, the differences between administrative and developmental use, and the implications of using 360-degree results for performance or selection decisions.
The next learning area focuses on implementation considerations and current issues. You will examine the use of 360-degree feedback for development purposes, the broader implications of using multi-rater tools, and the current issues facing organisations that rely on these systems. You will explore how 360-degree feedback can be re-administered, the advantages and disadvantages of repeating surveys, and how norms are used to benchmark scores and interpret results. This section also addresses the relationship between self-ratings and ratings from others, examining why discrepancies occur and what they may indicate about self-awareness, expectations, and leadership behaviour.
The final learning area looks toward the future of 360-degree feedback. You will explore the trends shaping the evolution of 360-degree processes, such as digital platforms, real-time feedback tools, behavioural analytics, and ongoing development cycles. This section also includes a sample presentation outline for use during an orientation session, ensuring that employees understand the purpose, method, expectations, and developmental value of the 360-degree feedback process before participating.
By the end of this course you will be able to understand the purpose and function of 360-degree feedback, communicate expectations clearly, support leadership development through multi-rater processes, interpret feedback responsibly, and contribute to a culture in which constructive feedback drives learning, performance improvement, and long-term organisational success.
LEARNING OUTCOMES:
By the end of this course, you will be able to understand:
· What is 360–degree feedback?
· The purpose of 360–degree feedback
· The uses of 360-degree feedback
· How organisations use the feedback chiefly for developmental purposes?
· The qualities of 360-degree feedback
· The importance of ownership of the participant’s data in the 360-degree feedback process
· The accountability of participants in the 360–degree feedback process
· How feedback can be a powerful stimulus for change?
· The credibility of the 360–degree feedback process
· The importance of the commitment of the participants in the 360–degree process
· The importance of communicating expectations to the employees
· How an effective 360-degree feedback encourages continuous learning?
· How the 360-degree feedback process works?
· Why 360-degree feedback is needed?
· How the 360-degree feedback supports organisational values?
· The importance of multiple perspectives in a 360 - degree process
· The role of a 360-degree feedback in the leadership development process
· Administrative versus developmental use of 360-degree feedback
· The use of 360-degree feedback for performance and selection purposes
· The use of 360-degree feedback for development purposes
· The implications using 360–degree feedback
· The current issues of 360–degree feedback
· The re - administration of 360-degree feedback
· The advantages and disadvantages to re - administering surveys
· How norms are widely used in the feedback strategy with 360-degree ratings
· The relationship between self – ratings and others’ ratings
· The future of 360-degree feedback
· The trends that give some indication of the future of 360-degree feedback
· A sample presentation of the 360–feedback for an orientation session
COURSE DURATION:
The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.
ASSESSMENT:
A simple 10-question true or false quiz with Unlimited Submission Attempts.
CERTIFICATION:
Upon course completion, you will receive a customised digital “Certificate of Completion”.
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