Course Overview

This comprehensive training program is designed for HR professionals, and organizational development consultants who want to leverage best practice methodology to drive individual and organizational growth. Participants will move beyond the basics of “running a survey” to becoming architects of a strategic feedback culture.

From the psychology of competency modeling to the logistics of survey administration, this course provides a deep dive into the four pillars of a successful 360-degree feedback initiative.

Key Learning Modules

1. Strategic Program Design

Learn how to align your 360-degree feedback initiative with broader organizational goals. We explore the critical “Why” behind the program to ensure stakeholder buy-in and long-term impact.

  • Defining Purpose: Choosing between a “development-only” or “performance-appraisal” focus.
  • Stakeholder Mapping: Identifying the roles of the Participant, Manager, Peers, and Direct Reports.
  • Workflow Logic: Establishing timelines, anonymity thresholds, and participation standards

2. Competency Framework Development

A feedback tool is only as good as the behaviors it measures. This module focuses on the science of behavioral competencies.

  • The Competency Library: Selecting from a standard library or building custom models.
  • Behavioral Anchors: Drafting clear, observable, and actionable survey items.
  • Leveling: Adjusting competencies for different leadership tiers (e.g., Individual Contributor vs. Executive).

3. Building the Survey Instrument

Get hands-on with the mechanics of survey construction within the Spectiv platform.

  • Question Types: Utilizing Likert scales, frequency scales, and open-ended qualitative comments.
  • Survey Logic: Mastering the user interface to ensure a seamless experience for raters.
  • Validation: Testing for survey fatigue and ensuring the instrument is statistically sound.

4. Implementation: Development vs. Appraisal

One of the most debated topics in HR is whether to use 360s for “carrots and sticks” or “growth and coaching.” We provide the roadmap for both.

  • The Development Path: Using reports to create Individual Development Plans (IDPs) and coaching breakthroughs.
  • The Appraisal Path: Integrating multi-rater data into formal performance reviews with fairness and transparency.
  • Navigating Rater Bias: Training participants to recognize and mitigate “halo” or “horns” effects. 

Why Attend?

  • Learn from Industry experts who have helped hundreds of organizations transform their Leadership Development Programs
  • This course qualifies for 1 SHRM recertification credit

What To Expect

  • Certified Expertise: Ability to lead a 360 project from inception to debrief.
  • Custom Toolkits: Templates for communication plans, competency maps, and rater instructions.
  • Data Literacy: Deep understanding of how to interpret group aggregate data to spot organizational talent gaps.

Get the Tools to Design a Culture of Continuous Feedback

The difference between average and exceptional development is intentional alignment. Register today to learn how a 360 feedback program can improve your people.

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