At 360-degree feedback participants from different groups of an organization will be questioned about the competencies of a certain person. The anonymous returns will be systematically assessed and merged with feedbacks of other feedback provider. The system processes the results scientifically and compares it with the self-perception of the feedback receiver.

The system prepares the results in a detailed report for each feedback receiver well-laid. In addition, a coach or a consultant debates the results in one to one meetings. Furthermore are we able to aggregate individual results customizable and i.e. point out strength and weaknesses of teams or across organizations in the form of group-reports.

During one to one meetings the coach will discuss the results with you. Individual development and action plans will be deduced from the results.

Among other a 360-degree feedback provides:

• a differentiated feedback relating to the working environment – no negative impact by external consultants
• a comparative feedback (structured rating scheme for everyone – in addition the possibility of individualizing by entering free text answers)
• a honest feedback because anonymity of the feedback provider facilitates openness
• a balanced feedback from different point of views

„The sum of all abilities, skills, knowledge, personality traits and behavior characteristics as a basis to accomplish a function in an organization successfully and effectively. With that the achievement of strategic corporate objectives and intended cultural change processes will be supported.”

The feedback receiver decides jointly with his leader and/or the human resource department and/or his coach which people from the working environment can give useful feedback. This should be people who have sufficient common working experiences with the feedback receiver and who are able to see the relevant competencies in everyday life.

To receive feedback about the actual patterns of behavior the feedback provider should have worked together with the feedback receiver over the last 12 month. In addition it can although be useful to collect first impressions from people who work together only recently.

Because the value evolving by a 360-degree feedback from various point of views, feedback provider should be selected from the following groups:

• superiors
• colleagues
• employees
• clients
• others (e.g. from projects or from the cooperation with externals)

For reason of statistic relevance and in order to protect the anonymity of feedback provider every group except for superiors has to consist of at least 3 – 4 people.

However we would like to point out that we do not inform feedback receiver if or even how participated in the survey.

We carry out the 360-degree feedback / employee survey online, because our software is flexible and efficient. In the same time users can simply fill in the forms and the results are quickly available. If the 360-degree feedback / employee survey is online, we do without manual entry and this means high data security and anonymity is guaranteed.

In exceptional cases it is possible to give feedback manually. The questionnaire will be sent to you by mail. Please send the questionnaire completely filled up back to us without signature or without any reference to your person to the indicated address. Your feedback will be keyed into the system without any reference to your person. Afterwards the online feedback will be evaluated automatically.

You will receive a username and a password for participation at the 360-degree feedback. With these data you are able to login to the portal.

We recommend you to change the transmitted personal password after the first login. Afterwards keep the new password secret at all times.

The login is designed to facilitate you the access to our portal and to avoid the survey on paper. To make this function it is in fact possible to recognize the user behavior based on the login. The exploitation of login data takes place on our part in anonymous form only and just to optimize our portal. This information will not on any terms be transferred to third parties.

It is not, however, possible to recognize contents of your feedback or to merge you and your feedback on assistance from the login.

You don´t need to worry, your participation always remains voluntary. You has been designated for the participation in a 360° feedback / employee survey, but you don´t want to participate, don´t worry, it is your free choice. A statement to that effect to your company will not be effected under any circumstances.

If you agree to participate in a 360° feedback / employee survey, but you don´t want to answer one question, you have the possibility to abstain from giving feedback by clicking on the number “0”.

Please bear in mind that the matters of data protection not only affect you but also are of vital importance for our reputation.

Step 1: Competence model selection: selecting the observable criteria at which the later feedback occurs by a questionnaire. Here you have the choice:

• by resorting to an experienced standard model or
• by deriving an individual competence model from your intended organization strategies by a well-structured process with your coach.

Step 2: You name the person and e-mail addresses of the people who should give feedback to your coach and you inform the persons in advance in a one-to-one talk about the following process.

Step 3: In consultation with the coach the administrator of the feedback process starts the process and sends the username and the password to the feedback providers.

Step 4: Electronic evaluation of the online questionnaires and compilation of structured reports of the results with illustrative graphics.

Step 5: One-to-one discussion with a neutral consultant / coach: He clarifies questions, secures wide acceptance and transfers the results into concrete action plans.

After you are invited from the feedback receiver to give feedback, you will receive an e-mail including a username and a password with which you can log into our online portal.

You can give feedback for selected behavioural patterns or characteristics on a scale of 0 to 5 by marking online with a cross. You also have the opportunity to enter any free comments in the space provided (e.g. for more detailed explanations, relevant feedback about the said behavioural pattern) – please note that your comments should not give any conclusions concerning your identity. In other words make sure that you do not risk your anonymity!

When giving feedback think not so much of individual observations as more observable behavioural patters, typical situations, experiences in the daily work routine in which you have made recurring observations on the respective skill/respective characteristic. We ask that you give honest, open feedback.

The free comment makes it possible to concretize your feedback. Please keep in mind by giving your free comments, that unobjective comments or excessive descriptions, despite the fact of anonymization could contain information about you as feedback provider.

No. After completing the 360-degree feedback the coach only explains the feedback receiver the anonymized results in a one-to-one meeting. Only for this purpose the individual report is presented to the feedback receiver. The individual report illustrates the feedback behavior of the respective groups and the number of participants per group. In the case of groups smaller than 3 persons as well as if because of “0”-answers a question is answered less than 3 times, the individual report displays the number on participants but not the mean of the group.

No. Your employer as well has no possibility to see your detailed feedback, in neither a 360-degree feedback nor a employee survey. Your employer receives an anonymous report or a group report on request that means aggregated individual reports. But he has no claim to receive your detailed feedback behavior.

An individual report illustrates all items of a competence and the respective behavior. Concerning these questions the individual report illustrates the voting behavior of the respective group. More detailed the number of votes cast, the range, the variance and the mean is represented. To illustrate more clearly the results were illustrated by graphics and by the comparison of self-perception and external perception.
On basis of such comparison, the individual report outlines (blind) spots but also hidden strengths in order to establish an individual development plan in a one-to-one meeting.

A group report is an anonymized aggregation of several individual reports. Several combinations are possible for example the aggregation of all feedback receivers of a company or the aggregation of several selected Feedback receiver (e.g. of a department).

After completion of the feedback processes individual reports will be created and sent to the coach. In the following one-to-one meeting between feedback receiver and consultant the results will be discussed.

The individual report breaks down the results of the feedback process into the respective groups. In doing so, the feedback receiver obtains the results how different groups gave feedback, provided that the number of participants does not fall below the anonymity threshold. The feedback receiver neither gets the information which person filled out feedback nor who answered a special question and who abstained from voting.

During the feedback process the data will be buffered initially on servers managed by us. In order to ensure the protection of this data on the servers we comply in accordance with the German Federal Data Protection Act (Bundesdatenschutzgesetz) and the German Telemedia Act (Telemediengesetz) the necessary measures and security mechanisms. We don´t have knowledge about the personal data you collected and may be buffered on the servers. The relation to individual user will be removed through the data processing caused by your release of your feedback.

After conclusion of the feedback the single report will be placed at the disposal of the consultant and the feedback receiver exclusively.

Software-supported 360 feedback tool, which specifically analyzes the Change Intelligence of managers (personal change competencies and relevant leadership style) and displays outcomes in easy-to-read charts – the results are reflected upon in one to one meetings and individualized, goal-oriented developmental measures are derived therefrom.

Fields of application:

The personal change competencies of key persons in an organization are a crucial success factor for sustainable implementation of necessary changes as well as for essential flexibility of an organization in a dynamic work environment.

In times of continuous change in the work environment abilities of people to manage and to shape successful change processes will become more and more important as determinant for success and are the basis to ensure a long-term successful career.

The personal change competencies of the employees in an organization are an important aspect to evaluate the dynamic capabilities / strategic responsiveness of an organization to adapt to a dynamic work environment and in other words to increase the competitiveness.

The items in the 360 Change Profile® are based on a scientific study which was published from us as part of a project supported by the German Ministry of Education and Research (BMBF).

Change Intelligence is a combination of the following abilities:

• adjusting actively onto new requirements with openness
• transforming
• leading well trough changes
• initiating change processes successfully
• converting others to change processes
• accompanying employees well through difficult change phases

As part of an employee survey employees are interviewed for general aspects of the satisfaction within the work environment and for organizational aspects. The relevant questions are developed within a structured process together with the clients regarding to the intentions and regarding to the work context. The collected answers are aggregated over special organization units (e.g. departments). The results are presented in a structured report without any conclusion on the answers of single feedback providers.

It is possible to combine an employee survey together with a 360-degree feedback into one process. Advantage: High efficiency and high significance.

Ability Profile® is an analysis of change capabilities of an organization, potential blockages in a change process, including change motivation, commitment to decisions made, etc. Based on an efficient online questionnaire and, if necessary, solution-oriented discussions with representative staff. The results are presented in a structured report, from which targeted measures for overcoming blockages are derived. Conclusions on answers of single feedback providers are not possible.