360 feedback · Measuring progress
Prove the impact of coaching and development
The Improvement Benchmark 360 measures the progress someone has made over time. Their boss, peers and others rate current performance and how much each behaviour has changed, so you can see the real impact of coaching or a development programme.
Why organisations choose the Improvement Benchmark 360
Every perspective in one place
Ratings and comments from the boss, peers, direct reports and others, alongside the individual’s own view.
More objective and fair
Multiple viewpoints make performance management and development more objective and fair than a single opinion.
See real change
Raters say whether each behaviour is stronger, weaker or no different, so you can see the impact of development.
Rich written feedback
Raters and the individual comment on strengths and development areas, not just numbers.
What the Improvement Benchmark 360 measures
Raters score 20 short behavioural statements, grouped into these areas, from Very Poor to Very Strong.
Relating to Others
Building relationships across the organisation and communicating fluently with colleagues and stakeholders.
Building Understanding
Gathering enough information to make strategic decisions and solve problems in good time.
Managing Performance
Working systematically and pragmatically to surpass expectations for oneself, the team and the business.
Professional Integrity
Demonstrating a genuine commitment to company standards and values.
One report, every perspective
The report brings together the ratings and comments from everyone who took part.
View sample
Summary
The headline picture
- Self and others’ ratings for each behaviour
- Change rated as Stronger, Weaker or No Difference
- Comments on each area of performance
View sample
Behaviour detail
Rating by rating
- A page for each of the 4 areas of performance
- Ratings from Very Poor to Very Strong
- Where progress has been greatest
View sample
Comments and next steps
In their colleagues’ words
- How the report is organised
- The 4 competencies explained
- A clear starting point for the feedback conversation
Where the Improvement Benchmark 360 makes a difference
After coaching
Show the individual, and the sponsor, what has really changed.
Development programmes
Evaluate leadership and management programmes with evidence from colleagues.
Leaders, managers and professionals
Suits anyone completing coaching or a development programme.
How it works
- 1
Choose your raters
The person being reviewed, or their manager, picks a representative mix of colleagues who know their work well.
- 2
Everyone gives feedback
Raters and the individual rate each behaviour and add comments. It is untimed and typically takes 10 to 15 minutes each.
- 3
Get the report
One report brings every perspective together, ready for a feedback or development conversation.
Which 360 is right for you?
| Leader Benchmark | Manager Benchmark | Professional Benchmark | Improvement BenchmarkThis page | |
|---|---|---|---|---|
| Best for | Senior leaders: C-suite, MDs, senior managers | People who manage others | Individual contributors and emerging talent | Measuring progress after coaching or development |
| Competencies | 5 leadership competencies | 4 management competencies | 4 professional competencies | 4 areas of performance |
| Who rates | Self, boss, peers, direct reports, others | Self, boss, peers, direct reports, others | Self, boss, peers, others | Self, boss, peers, others |
| What you get | Top and bottom 5 behaviours, benchmarked | Top and bottom 5 behaviours, benchmarked | Top and bottom 5 behaviours, benchmarked | Current performance and change over time |
| Typical time | 10 to 15 minutes per rater | 10 to 15 minutes per rater | 10 to 15 minutes per rater | 10 to 15 minutes per rater |
Getting the most from your 360
Pick a representative sample
Choose a mix of seniors, peers, direct reports and others for a well-rounded view.
Choose people who know you well
Ideally people you have worked closely with, usually for longer than 12 months.
Reflect honestly
You won't be the only person rating you, so be as honest and open as possible in your self-rating.
Read the comments as well as the numbers
The written comments often explain the ratings and point to the most useful next steps.
See the Improvement Benchmark 360 for yourself
See how it works and the report your people would receive. Contact us for a free trial or a demonstration of the platform.
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