The Roster 360 Process
Roster 360 collects feedback from your closest colleagues and combines a research-backed model with years of real-world executive assessments to elevate your performance and take the organization to the next level. In addition to supporting your success, the Roster 360 process is a valuable exercise for those providing feedback, one that leads to increased team engagement and alignment, and better business outcomes.
Benefits of the Roster 360 Process
Provides a basis for understanding & enhancing leadership effectiveness
Expands awareness of key strengths and opportunities for improvement
Orients to your leadership competencies with metrics and benchmarks
Helps you model key listening and accountability behaviors
Identifies potential blind spots and/or communication gaps
Promotes dialog by getting areas of miscommunication or misalignment on the table
Leads the way to a stronger, more collaborative feedback culture
What to Expect
Ask for participation
Personally asking participants for their thoughtful and constructive input increases engagement and produces more valuable insights. Your Project Manager has access to a sample email language for you to use. Live discussion with your participants in advance of the launch is even more powerful and effective!
As part of the process, you’ll be assigned to complete the survey to give thought to your own key strengths and development opportunities. The self-assessment usually takes about 20-30 minutes.
the 360 Report
Getting the most value out of your 360
Focus on Relative Scores
Pay more attention to your own relative scores (where you scored higher versus where you scored lower) than how you scored against baselines. Be aware that team dynamics and culture may impact how one group scores relative to another. Your relative highs and lows are a better snapshot of how coworkers view your performance.
Take criticism constructively
Take actions based on your results
Identify the two or three key themes you see in your results, but don’t try to solve every identifiable issue. Most people can only effectively change two or three things in a
year’s time. Write down several actions you can take to improve on each of those themes then share your results and development goals with your boss, board, mentor, or coach. Ask them to help hold you accountable for these improvements.
Roster 360 FAQ
More questions? Email us at email@example.com