I have a background in music and theatre, and throughout my childhood I can remember going through competitions. I’m a performer by nature, so being judged is not enjoyable for me. What I dreaded above all else was being judged by a panel.
Panels are so nerve wracking - you are not trying to impress just one, but three or four people. With different opinions and preferences, you cannot focus on pleasing a single person, but on performing to your highest level. Inevitably, there are multiple viewpoints, perspectives, and (ultimately) scores.
When I think about getting feedback in the business world, I realize that we are all panel of judges. Multiple perspectives and different angles of feedback allows for a complete picture of development needs. But so many times, that’s not what we get.
Think about it - who is typically reviewing YOUR performance?
You may have an annual review with your manager. You may be doing regular self-assessments. There may be a mechanism for your direct reports to give you feedback. But rarely do professionals get the opportunity to gather targeted, open feedback from all directions.
Seeing yourself from a different perspective can help supercharge your development.
As a young professional, I was identified as a “high potential” and had the opportunity to go through an industry-standard assessment. It was an eye opening experience - not only did my self-assessment give me great insight, but the information I gained from my managers, peers and customers opened my eyes on how I was being perceived.
Assessment allows you to see your self through multiple lenses.
What are the requirements of a GOOD assessment?
1. Based on science - Writing solid assessment questions is a science - questions must mine information without leading the respondent. Good assessments are based on a set of competencies or skills. A focused set of questions that dig into a specific area helps the subject gain learning from the results, not just gather a pile of responses.
2. It is administered by a third party - Let’s all be honest - skepticism and sugar-coating can happen when an assessment is being given by a stakeholder. We all tend to smooth over improvement items if we KNOW the feedback is going directly to the person soliciting feedback. Assessments that are anonymous to the subject and filtered by a professional are more likely to be an accurate reflection of the TRUE situation.
3. The assessment is targeted to development - Are the results helpful for growth and change? If the results don’t connect directly, can they connect with tools to bridge the gap for things that don’t come naturally? An assessment without actionable items is a waste of everyone’s time.
Have you been through the process of completing a development assessment?
The Humadyn Leadership Symposium takes ALL participants through a 360 assessment. Not only will the assessment results shape the content (ensuring you get what YOU need), but participants will have an opportunity to make action plans based on their results. Do you want to supercharge and personalize your development? Learn more at.
PS - Early bird rates expire October 7. Don’t miss your chance to save $150 off your ticket.