Improve Employee Performance with Building 360

Share Article

Building Performance-Based 360 Degree Assessments, by Lawrence John Cipolla, is the first book that connects the critical elements for individual and organizational development: performance-based feedback; action planning with accountability; training and coaching; and follow-up post assessments to drive and optimize measurable performance improvement in an age of global competition.

Building 360 Assessments by Larry Cipolla

Organizations do not change on their own. People within the organization need to effect change first. As the individual becomes more effective, so does the organization.

With all the failing businesses and a growing lack of trust in those who are in leadership positions, author Lawrence John Cipolla contends, "Organizations do not change on their own. People within the organization need to effect change first. As the individual becomes more effective, so does the organization." The insights and methodology in Mr. Cipolla's book, Building 360 Performance-Based 360-Degree Assessments: From Design to Delivery, (978-159298-272-1) can realign the corporate culture and performance of employees with what the organization needs to be doing to thrive and prosper. Building 360 identifies how to hold personnel at all levels accountable for their actions.

360-feedback acts as a catalyst for implementing needed change

There are many articles and books on 360-feedback, but none focus on the specifics for building the actual assessment tool, until now. Many assessments are poorly written. Some organizations use the results to criticize their people. Employees become frustrated and find it difficult to build on their strengths and resolve areas identified for development. Their careers can suffer and prevent them from reaching their potential. Building 360 provides the reader with a structured process for creating and implementing more effective job-relevant 360-degree feedback surveys. It also helps decision-makers, project leaders, and developers assess the competencies, behaviors and practices that must be measured and optimized in an age of global competition.

Step-by-step guide and client-proven best practices

Building 360 includes client-proven best practices for getting your 360 assessment right the first time. (360 Feedback FAQ's) ]This book is a structured step-by-step format that guides the reader through every part of the process of creating and delivering dynamic assessments for any target population. Building 360 includes more than 270 pages of exercises, tables, charts, diagrams, checklists, and samples of reporting formats. There are over 500 ready-to-use examples of competencies, rating response scales, quantitative and qualitative items, skill-building exercises, and thought provoking questions to help the reader design and build more powerful and relevant 360 degree assessments immediately.

Benefits business, industry, government, and educational organizations

Building Performance-Based 360 Degree Assessments will benefit those who are new to the 360-degree process and seasoned developers who want to refine their technique. Internal and external HR trainers, psychologists, and OD consultants in business, industry, government, and educational organizations around the world can easily apply these best practices to create more powerful assessments.

About the Author
Larry Cipolla is president and director of CCi Surveys International, a recognized pioneer in performance-based 360 degree assessments --and the first enterprise to integrate feedback with training and development, action planning, and pre-post assessments to measure individual effectiveness over time. Mr. Cipolla has published more than 225 articles, developed more than 300 multi-rater assessments, and presented white papers at the American Management Association (AMA), American Society for Training and Development (ASTD), Global Business and Technology Association (GBATA), International City Manager's Association (ICMA), International Federation of Training and Development Organizations (IFTDO), National Association of Realtors (NAR), and the Society for Human Resource Management (SHRM). He has also served as a Spencer Foundation Research Fellow at the University of Minnesota, an adjunct instructor at the University of St. Thomas, and learning systems supervisor at the 3M Company.

###

Share article on social media or email:

View article via:

Pdf Print

Contact Author

Larry Cipolla
Visit website