Measure the impact that key individuals have on their work environment.
In a development context, Humance’s 360 Assessment enables organisations to measure the impact of key individuals by creating a dialogue between the participant and members of their professional environment.
Why use a 360-degree assessment?
Identify a person’s talents to leverage them more as growth drivers
Pinpoint gaps between a person’s profile and the organization’s expectations in order to target the necessary improvements
Gather the necessary information for the purpose of determining personal and professional development targets
Becoming aware of our impact
on our work environment
The applied model proposes a reliable and valid assessment of the impact that a manager has on their surroundings by becoming aware of elements like:
What is a 360-degree assessment?
A 360-degree assessment is a type of feedback tool that measures the participants’ impact on the people in their circle based on specific skills-related or behavioural criteria. It provides a picture of the participants by summarizing the views expressed by respondents. When conducted diligently with all stakeholders, a 360 Assessment provides a wealth of constructive information that is more accurate than the information received through informal feedback.
Humance’s 360 Assessment tool was developed based on the Humance Leadership model© and the Humance Competency model© using data gathered over more than 40 years of professional practice. The components of this tool effectively encompass all aspects of the competencies being assessed.
Humance's 360 Assessment is offered
in two different formats:
New features offered in 2021
In 2021, the report has been optimised to further answer the needs of its users. These optimisations include:
- An improved explanation of the Humance Leadership model© and its four axes in relation to the scores obtained by the participant, to enhance the key takeaways about the participant’s strengths and opportunities for improvement.
- A new first section where the competences are presented in descending order (based on the obtained scores) to better identify the greatest strengths and the most important areas of improvement.
- A redesign of the tables in the section attributed to score details to simplify the understanding of the results.
- The addition of an appendix to highlight the score frequencies by competency (according to the different groups of respondents) and the standard deviation by competency.
- Other content and visual optimisations.
As much value for the organisation
as for the participant
- Recognize their talents to use them more effectively and as drivers for development;
- Identify gaps between their profile and the organization’s expectations; target areas for improvement;
- Define specific interaction strategies for target groups and stakeholders in their work environment;
- Gather the information needed to set development targets.
- Measure their evolution and update the development avenues when a new measure is taken 9 to 15 months later.
- Provide a reliable, valid assessment of managers’ impact on their work environment;
- Define development avenues with simple, pragmatic names for the associated behaviours and skills;
- Facilitate the implementation of a specific practical development initiative that fosters awareness and tangible learning;
- Get a group profile of the assessed participants in terms of their strengths, areas of development, undervalued qualities and blind spots.
What's included in Humance's
Assess your managers as of today.
Contact us for more information.
A strategic partner
for our clients
We listen to our clients to understand their context and needs and be able to offer them the best solution.
Our team comprises over 125 collaborators, including 80 professionals in psychology, coaching, career counselling and management.
By using the data from our potential assessments and the information provided by our clients, we are able to determine team needs and organizational trends.
Individual and organizational conditions must be established from the onset to ensure the 360 Assessment's success:
- When launching the project, senior management is encouraged to convey a clear and engaging message to generate interest in and commitment to the exercise, thereby ensuring the active participation of assessed candidates, their superiors and respondents;
- Integrating this project into a comprehensive development program allows for better participant support following feedback.
- Discussion of the assessment findings will be easier if a dialogue has already been started between participants and their superiors.
- The steps following the assessment must be clearly defined and explained to participants so that they understand how the results will be used and how they will be supported in their development.
- Implementation of this exercise is best welcomed in an organization that values communication, encourages feedback and wants to invest in the development of its people.
- Specific conditions for success apply. Contact us for more information.