T.V. RAO AND RAJU RAO
Assessment takes many forms. Assessment is a tool. It paves the way for growth. It is not an end. During the course of studies as a student, one goes through a number of tests and assessments. Each time, it helps the individual know where he stands in relation to certain standards, as well as in relation to others.
360 Degree Feedback, Assessment centers and Psychometric tests are three of the most commonly used methods that have become popular in the recent past. In this essay, we share an experience of assessment, using 360 Degree Feedback at the Indian School of Business. This paper is meant to argue the significance of other forms of assessment as a development tool in formative years; i.e., during the student days.
360 Degree Feedback has become quite familiar in the corporate world today. A lot has been written on how it has helped individuals as well as organizations in the process of change and leadership- However, the flexibility of this tool has not been explored beyond the corporate world. This paper talks about one such exploration beyond the corporate world and demonstrates its utility for other populations as well.
THE ISB EXPERIENCE , METHODOLOGY
As part of the course work, a student at any management school may be involved in as many as 15 to 20 projects wherein he/she works with different groups. His behavior if observed and assessed by his colleagues, in relation to his team work and taken with other characteristics, may reveal essential information and traits, critical for not only present effectiveness and impact, but also for the future, foe main intention being, to initiate development at early stages, relevant to for present as well as being of use in foe future. It is with this view an experience was provided to collect peer feedback on group behavior.
ORIENTATION
As a part of foe Talent Management course for Global Excellence, for students were introduced to 360 degree feedback and how corporations were using the same for top grading as well as managing change and leadership, amongst many other objectives.
INSTRUMENTATION
■ Post orientation, the students were divided into groups. Each group developed a 360 Degree Feedback questionnaire for use by them to collect feedback. There were 14 different groups and hence, 14 questionnaires.
■ The students were then asked to form into a representative group to develop a common questionnaire, ensuring that all main components in 14 questionnaires were represented
■ An open ended portion was included in the final questionnaire
■ Using this questionnaire as inputs, the Instructor finalized the 360 DF tool to be used.
ASSESSORS IDENTIFICATION AND CRITERIA
■ Choice of assessors was left to the, Assessee, i.e., the individual student, with certain conditions of eligibility.
■ Each student was then asked to choose a group of other students representing various groups in which he/she had worked in the last few months.
■ Minimum number of assessors was decided to be kept at 6.
DISTRIBUTION AND COLLECTION
■ The questionnaires were duplicated and handed over to the students along with a letter explaining Peer Feedback process, instructions on the exercise, and anonymity.
■ A drop box was kept at the Instructor's office and the candidates assessing the student were requested to drop their anonymous assessments in the box.
In all, 58 students were assessed by more than 900 assessors, i.e., each individual was assessed, on an average, by 15 assessors. The data were tabulated and feedback given to each student.An illustrative profile of one student is appended with this note. The amount, type and variety of data generated through such an exercise is a clear indication that self development can begin even at such an early stage, as can self awareness and knowledge of how an individual is perceived or the impact created.
The data is valuable in the sense that it could be used for I subsequent career development, and ensure that a correct fit is made between the organization and individual to be employed therein.
Sample copy of Questionnaire and Report Generated of 360 Degree Feedback at ISB 360 Degree Feedback report of Mr. Rajnik (name changed) , an analysis of the open-ended data collected profiles the individual as well as the strengths and areas needing development.
Areas of Strength
■ Enthusiasm, passion, drive and motivated (mentioned by 12 individuals)
■ Friendly and helpful nature, approachable (11)
■ Commitment (8)
■ Dependable, reliable, integrity (7)
■ Initiative (6)
■ Ability to put self interest on hold for others (6)
■ Hard worker (5)
■ Interpersonal skills (4)
■ Team orientation (3)
■ Trusting, trustworthy (3)
■ Some other mentioned strengths: self starter, strong values, ethical, experimenting
Areas Needing Improvement
■ Sensitivity to others, sharp judgement, being perceptive (8)
■ Communication skills, verbal, presentation skills (6)
■ Assertiveness, decisive, forceful (6)
■ Listening skills (4)
■ Time management (3)
■ Clarity of Thought (3)
■ Idealistic (2)
■ Appreciate viewpoint of others (1)
An action plan for such an individual would be based on utilizing his strengths, leveraging on them to minimize areas needing improvement. Accordingly, three main areas the individual needs to focus attention on are:
1. Interpersonal sensitivity
2. Listening skills
3. Communication skills
Interpersonal sensitivity: a deeper and detailed enquiry into the open ended portion of feedback points to the fact that the individual is not very receptive to other, moods, feelings, state of mind or their expectations. He is either weak in recognizing such cues or interprets them incorrectly. At times, he is not able to gauge correctly when people are not interested in the discourse/ conversation nor is he able to judge their levels of enthusiasm at a particular moment
Listening skills and communication: can be read in line with the above explanation. There are clear indications that the subject, not being strong at sensing cues, continues as before, thereby giving less space for others to contribute or share their opinions. There are other comments in the open ended feedback indicating lack of openness to accepting or listening to others' opinions and ideas, as well as on communication.
Listening is an essential part of communication. The subject is not very open to others' ideas and at times bulldozes his opinions.
SPECIFIC RECOMMENDATIONS
■ Always be conscious about the fact that others may want to express their ideas and opinions. At the end of every group interaction, ask yourself if all members have been heard or not.
■ Make efforts to invite others to share their views and ideas in every interaction.
■ Ask for feedback from some team members on moments when you overlooked others' ideas or were too forceful.
■ Remind your close peers to give you a hint when you miss out on opportunities to listen or fail to be sensitive to cues of others.
■ Improve on being sensitive to others, behavior, attitudes, etc. by being observant and verifying your feelings with either some close friends or the third parties themselves.
■ Public Speaking course would help improve communicating skills.
■ Use your strengths (of being approachable, enthusiasm, initiative taking) to work on the areas needing improvement. Integrity and dependability being some of your main strengths, harnessing support from others will be easy.
Needless to say, the students found the feedback as well as the recommendations very useful, and the experience a novel one. The exercise helped them know and realize the impact they were having on each other, as well as provide specific behavior to be focused on, which could enhance their effectiveness. Most appreciated part was the fact that such sensitive and essential data was able to be elicited in a most non-threatening manner, one that facilitated learning in the process.
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