Self-Locator

Why should I take part in 360–450° Feedback?

so I can…

• get the most precise feedback possible regarding my own and others’ perception of my behavior and my competences, on the basis of a standardized instrument
• gain a more detailed picture of my strengths and what I can learn
• secure and focus on opportunities for my future development

…why 360°?
Example: Self-perception + Feedback from employees + Feedback from colleagues + Feedback from superiors = 360° Feedback

…why 450°?

Example: Self-perception + Feedback from employees + Feedback from colleagues + Feedback from superiors + Feedback from clients = 450° Feedback

How do I and how does the company benefit?

How do I benefit?

You can learn a great deal about the configuration of your competences and your behavior in many aspects relevant for your future:

• Leadership
• Management in general
• Openness
• Resilience
• Willingness to cooperate
• Social competence
• Team orientation
• Professional competence
• Conscientiousness
• Willingness to take risks
• Future orientation

This gives you the clarity to see yourself as your contemporaries and target audience see you. Your further development is based on solid foundations, instead of on assumptions and speculation.

You decide who your target groups are, and who the people who give you feedback will be.

Target groups can be your:

• Employees
• Colleagues
• Superiors
• Clients and customers
• Project leads
• Friends
• Team members

Potential benefits

Supporting both group and individual processes of development by identifying potential and establishing possible improvements, on the basis of:

• Processes of reflection (in your team, department, etc. and individually)
• Feedback on your own and others’ perception of your behavior and competences
• Identification of strengths and ‘blind spots’

Unique: By way of an automated outcome-analysis procedure, it is easy to tell – without further input – if the desired progress has been made.

Benefits for your company

Self-Locator feedback
…delivers methodologically valid results, giving you a solid, structured, and strategic foundation for instilling a corporate culture in your team, department, or organization, as well as developing your managers, employees, and projects.

It gives you a reliable road-map which can:
…establish individuals’ potential for improvement.
…provide the necessary tools for comparing the profiles of numerous target groups (e.g., sales, procurement, management), enabling the creation of group-specific improvements.

Unique: By way of an automated outcome-analysis procedure, it is easy to tell – without further input – if the desired progress has been made.

Individual benefits

• Respect and appreciation are established as values
• Social and professional competences are examined with regard to ‘future-proofing’
• Determining the current performance status of different organizational units (e.g., division, departments, teams) to improve agility
• Initiating and implementing measures for corporate strategy to improve the performance and development of specific organizational units (strategic performance management)
• Identifying your company’s best performers, to accelerate change
• Initiating and implementing needs-based development programs for desired target groups like management and employees
• Development and implementation of target group-specific systems for motivation and remuneration

Procedure

Standard 360°-Feedback…

…most importantly: the anonymity of those providing feedback is guaranteed. All analysis occurs anonymously.

…is a process by which participants receive feedback from their contemporaries regarding their specific competences.

…provides important information on competences which are essential for the success of any individual’s career, and on potential fields of development which might help or hinder career development.

Unique: By way of an automated outcome-analysis procedure, it is easy to tell – without further input – if the desired progress has been made.

Process

1. You decide from which target groups, and from who else, you would like to receive feedback.
2. You consider whether (and how often) you want the survey to be repeated: You can choose to repeat the survey after 6 months and/or 12 months and/or 18 months.
3. You can now purchase the corresponding number of ‘feedbacks’. You need one initial questionnaire per participant. In order to provide access to these questionnaires, you will receive a standardized invitation for all participants, and code for each individual. If you have selected a survey, then please include the desired number of ‘feedbacks’ in your order – you do not need to add anything else.
4. First you enter your code, fill in the questionnaire on self-perception, and send it to Self-Locator.
5. You can now send you invitation e-mail with the standardized text. Of course, you can also compose your own texts which you send out with the codes for those individuals you wish to receive feedback from.
6. After a few days, you will automatically receive the evaluation of your results as a PDF. The evaluation is presented graphically to include:
   A network chart + bar graphs + highlighting of extreme values + summary of the results of the open-form questions
7. If you then require further support in the form of a description of the results, coaching units, or similar, we would be happy to hear from you!

When constructing your product, we can accommodate the following aspects: 

• Consideration of the specific setting and your individual workplace situation; we will help you establish your own goals. On this basis, and taking your situation into consideration, we then develop methodologically valid questionnaires
• More in-depth evaluation using procedures of multivariate daten analysis
• An individual feedback discussion and personal reflection on the results with a professional consultant or coach

A representative example of  Self-Locator results

If you have any questions – don’t hesitate to contact us!