Building Competency with 360-degree Feedback
- We help people reach their performance potential.
- Our group profiles help people collaborate more effectively across functional areas.
- Our process helps organizations align their strategic goals with the day-to-day performance of their people.
Development begins with Feedback
We believe in continuous learning and development. We begin with feedback. We identify individual and group strengths to build upon as well as areas for improvement. Our unique performance-based feedback acts as a catalyst for implementing needed change. We build proficiency, one person at a time.
Our pre-post assessments measure progress towards action planning goals and quantify performance improvements. Our feedback process complements your existing training and development programs.
We focus on you, your expectations
We collaborate with you to:
- Clarify your goals and expectations
- Identify what you want to measure and why
- Train your personnel as in-house resources, coaches
- Help participants create relevant action plans
- Identify group, departmental areas for development
- Conduct Pre-Post assessment(s) to measure results
- Ensure the success of your 360-degree process
CCi ... Experience, Expertise, Exceptional Service
CCi Surveys International markets the most comprehensive selection of performance-based 360 instruments in the world. We were established in 1976 and pioneered the use of 360-degree feedback in business, industry, education, and government.
We provide you with options. You can use our ready-to-use assessments as they are or we can modify them to meet your unique requirements and expectations. You can localize them to your culture. We can administer any feedback project for you or provide you with direct access to our web-based software, CCi Direct-Connect®.
Learn More: 5 reasons to choose CCi
- The CCi Survey feedback process works!
- Our Pre-Post Assessments measure progress and performance trends.
- Our unique reporting formats act as a catalyst for implementing needed change.
- We can provide you with direct access to our web-based software.
- We can administer feedback projects for you.
Read more about Why CCi
Read more about CCi's products and services
In The News
Larry Cipolla's book, Building Performance-Based 360-Degree Assessments: From Design to Delivery, has received another best book award. He has been honored as an Award-Winning Finalist in the Business: Reference category of the Best Books 2010 Awards, sponsored by USA Book News.
A Message from the President and Director
We know you have choices when selecting an online 360-asssessment. You can create and administer it yourself. You can contract with an external vendor to do this for you.
What makes our online 360-feedback process unique? Why consider CCi Surveys International?
There are many features-benefits to our feedback system. One of those feature-benefits focuses on our unique gap analysis format. We include a dual-response scale that measures the difference or gap between what people do (observable current performance) and what is expected of them (expected performance). Our feedback format provides participants with directional feedback that can act as a positive catalyst for implementing needed change.
Every organization involved in performance improvement and goal setting uses this same process. Where are we now (quantifiable current or present state)? Where do we want to be (goal or future state)? And what do we need to do to reach our goal, our expectations (action planning)?
For more information about our performance improvement feedback process, contact me, Larry Cipolla, on 888.224.4360 (USA and Canada), 952.944.3738 (International), or at info@cci4360.com.
You can learn more about our unique gap analysis process right now.
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Building 360 Assessments
Excerpts from Building 360
Learn More - Book Organization
What people are saying
Building Performance-Based 360-Degree Assessments: From Design to Delivery
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Case Studies
Dual Ladder Career Development
We had been working with a manufacturing client for several years. The target population included 173 middle-managers located in the United States and Central America. The client chose to integrate our 360-degree assessment, the Leadership Assessment Survey, within their four and one-half day management development program. Participants received feedback from both internal (their immediate manager, direct reports, peers) and external (customers, vendors) sources. The average participant received feedback from sixteen raters.
There was a manager in one session whose feedback identified her as not being very effective with respect to her relationship or people skills.
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CCi Answers your Questions
How can I read your site content in my language?
It is easy especially if you use Microsoft Internet Explorer or Mozilla Firefox! From your internet browser go to the Google Toolbar Homepage; click Install Google Toolbar; click agree to Terms & Conditions, and then click Run. Then select the language you want. You should be able to read any of our screens and content in your language.
“How can our organization help people perform better?”
A performance-based 360-degree assessment is a cost-effective method for identifying a person's core strengths to build upon and areas to develop. The feedback can identify those behaviors that are effective and those that can impede personal and career development goals. They can identify hidden strengths. They can identify discrepancies - where the individual sees themselves as effective, but others do not. And they can help people understand the consequences of their actions. Yet many organizations fail to follow a structured, yet simple process for applying performance-based feedback to accelerate and maximize the performance of their people, regardless of title, function, or position.
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Who created 360-feedback?
I attended the ASTD International Conference in Chicago (2010). Different vendors said they created or invented the 360-feedback concept. Who really did create this concept?
Different groups and people claim to be the father (or mother) of the concept. If the people at NASA can be called the progenitors, then so be it. NASA can be said to have created the concept in the 1960s to evaluate personnel integral to its space program. It was advertised as an efficient process for gathering objective evaluations about observed job-related behaviors.
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¿Por que la retroinformacíon 360° ha llegado a ser una herramienta clave para el desarrollo?
La credibilidad es una razón importante. 360° es más relevante que la evaluación del desempeño tradicional. La retroinformación del jefe como fuente única puede no siempre ser aceptada por el subordinado, especialmente si el contenido de la retroinformación es diferente a 10 esperado por él. La credibilidad puede verse afectada si el participante siente que la evaluación del jefe es parcial o injusta.
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