A 360–degree feedback
(also known as multi-rater feedback, multisource feedback, or multi-source assessment) is a process through which feedback from an employee’s subordinates, colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves, is gathered.
Here at Rook Tree our coaches frequently work with clients and their 360-degree feedbacks, for example,’ the Healthcare Leadership Model’ to help them elicit the key themes and messages which can support their own growth and development.
Rook Tree coaches also help clients design bespoke 360’s to elicit specific information in support of a specific project or goal. These are focused and designed with an outcome in mind.
Rook Tree Coaches find that working with clients on their 360-degree feedback accelerates change whilst providing a client with a safe space to experiment, test changes, reflect and rework things for maximum impact.
Rook Tree Coaches are qualified to administer The DiSC® personality Profile and The NEO Personality Inventory (NEO PI-R). They also frequently provide feedback using a range of other personality traits.
- MBTI® personality assessment instrument
Healthcare Leadership Model
A self-assessment tool to support the Healthcare Leadership Model has been developed and has a greater focus on helping individuals to assess their leadership behaviours and more fully understand their leadership development.
Self-assessment is a helpful way to better understand your own leadership behaviours and highlight areas of strength, weakness, and areas that you may need a greater focus on. The questionnaire also encourages you to think about which dimensions of the Healthcare Leadership Model are particularly important for your role, and will help you to compare how you rate yourself in these dimensions to inform your development plans.
DiSC® personality Profile is a self-assessment tool that helps you to understand why you, and others, behave in the way that you do in the workplace. The four dimensions – Dominance, Influence, Steadiness and Conscientiousness – describe the typical behavioural styles of individuals.
The NEO PI-R, the gold-standard questionnaire measure of the Five Factor Model (FFM), provides a detailed personality description that can be a valuable resource for a variety of professionals. The NEO PI-R is a concise measure of the five major domains of personality, as well as the six traits or facets that define each domain. Taken together, the five domain scales and 30 facet scales of the NEO PI-R, including the scales for the Agreeableness and the Conscientiousness domains, facilitate a comprehensive and detailed assessment of normal adult personality.
MBTI® personality assessment instrument and its theory was developed by the mother-daughter partnership of Katharine Briggs and Isabel Briggs Myers.
Their theories were based on the work of psychologist Carl Jung, although they extended his ideas to create a more complete framework of personality typing. Myers and Briggs proposed that there were four key dimensions that could be used to categorize people:
- Introversion vs. Extraversion
- Sensing vs. Intuition
- Thinking vs. Feeling
- Judging vs. Perceiving
Each of the four dimensions was described as a dichotomy, or an either/or choice between two styles of being. Myers and Briggs described this as a “preference” and proposed that any individual should be able to identify a preferred style on each of the four dimensions. The sum of a person’s four preferred styles becomes their personality type.
Myers and Briggs theorized that our preferences on each of the four dimensions would combine to create predictable patterns in thought and behavior, so that people with the same four preferences would share many commonalities in the way they approach their lives, from the hobbies they choose to the work that might suit them.