An increasingly popular means for managers to get information on their performance is the multiple-perspective, or "360-degree," feedback instrument. Selecting the right instrument from among the dozens that are available today can be difficult. Many who have taken the Assessment have given it outstanding reviews. We called fifty people from different agencies, and industries, who have used INSIGHTMirror 360, and all of the reviews were very positive. One HR director called it, "… the Rolls Royce of online 360º assessments at Honda prices." In our interviews, people told us that the INSIGHTMirror 360 is very easy to use, very affordable, great questions when used for performance appraisal purposes, as well as for strictly Leadership Development purposes. We were even told that this assessment has become the fastest growing 360º on the market today.

As a testimonial to the INSIGHTMirror 360's overwhelming success, Mark Bradshaw, former director of science and engineering, Joint Warfare Analysis Center, wrote: "I have the highest regard for the INSIGHTMirror 360. As you know all too well, civilians in the military are quite skeptical of 'touchy-feely' 360- degree stuff. Yet for three years I have used this 360 with different departments for solely developmental purposes, and every time my people ask, 'When are we doing this again?' We have seen the dramatic results in improving organizational and leadership effectiveness as a result of the INSIGHTMirror 360."

Purpose, Audience, and User Friendliness

The INSIGHTMirror 360-degree instrument is designed for both developmental purposes, and for performance appraisal use. For developmental purposes the results of the instrument are seen only by the Respondent. Only with the Respondent's permission could the instrument be seen by a coach. For performance appraisal use we found that HR directors said they never seen an assessment so easy to use. Since the Participant (and HR) can see who is taking the assessment, it's the Participants responsibility to make sure that every one takes the assessment. The assessment even comes with "reminder" buttons, to send to those people "unenthusiastic," or feel they don't have the time to take the assessment.

The INSIGHTMirror 360 is based on eight leadership areas: (1) communication skills, (2) decision making, (3) promotes innovation and change, (4) working relationships, (5) leadership skills, (6) coaching skills, (7) stress coping skills, and (8) team development. The 64-question leadership instrument gives leaders a full array of their strengths and weaknesses base on these eight powerful attributes demonstrated by outstanding leaders. In addition, there are 11 different areas where raters can write-in comments regarding the participant, enriching the results of numerical feedback.

The INSIGHTMirror 360 data shows high validity and reliability for both mid-level managers as well as senior executives. One manager-user wrote, "I have been through some very expensive 360-degree initiatives, but none has brought the accolades both from senior level executives, as well as junior executives, as your reasonably priced INSIGHTMirror 360."

The instrument is "friendly" for both users and HR professionals. There is no loading of databases for HR. Everything is automated for the participants to choose and invite raters directly, send reminders to raters, and be notified via an e-mail message that their survey is available and ready to download. Participants click on a "hot link" which has them take the instrument, and upon submitting their assessment, a page immediately pops up, guiding participants how to invite "raters." Raters can include the following categories: peers, subordinates, supervisor, and clients. There is no limit to how many raters one can invite. However, each category must have three or more people to protect rater anonymity. And you can even insert your own questions.

There is a 28-30 page online summary of the results, and customized feedback reports including worksheets for practical application are provided. Also included are original processes for follow-up, with subordinates and supervisor, called "Bridging Conversations."

For information on the INSIGHTMirror 360 e-mail: Info@INSIGHTMirror360.com.