In The News

A new book from CCi Surveys International

Larry Cipolla, President and Director of CCi Surveys International, is pleased to announce the completion of his new book titled, Building Performance-Based 360-Degree Assessments: From Design to Delivery. This is the first book to focus on developing and delivering more effective 360-degree feedback assessment tools through Web-based software.

Building 360 includes dozens of client-proven best practices for getting your feedback assessment right the first time. The structured step-by-step format guides you through the essential process for creating dynamic assessments for any target population. Building 360 provides the knowledge and insights gained from more than thirty years of client applications from around the world. Building 360 shows internal and external HR trainers and OD consultants how to build powerful performance-based assessments that work. You will learn how to assess the behaviors and practices that must be measured and optimized in an age of global competition.

Contact us for more information and a detailed outline of this break-through book 

 

A Message from the President and Director

Hello, my name is Larry Cipolla. I would like to welcome you to our new CCi Surveys International web site. Our new web site should provide you with a wealth of information about our organization, our products and services, and how we can establish a relationship with you. You will find practical ideas that you can apply to your organization and to your internal or external clients.

We introduced our first performance-based 360-degree survey, the Leadership Development Profile, in 1981. Today, we market more than 100 different 360 assessments to clients around the world. Our underlying belief is that as the individual improves and becomes more effective, so does the organization. I invite you to compare our feedback process. I invite you to join our international community of corporate and educational clients, consultants, and CCi Partners. Thank you for your interest in CCi Surveys International.

Larry Cipolla, President and Director
Cipolla Companies, Inc.
dba CCi Surveys International
Minneapolis, Minnesota (USA)
Since 1976

Telephones: 888.cci.4360 (USA and Canada) and 952.944.3738 (International and Skype)Emails: info@cci4360.com, or larryc@cci4360.com

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CCi Case Studies

Develop Your Competitive Edge with 360 Feedback

One of our clients asked us to help them become more competitive. There are many ways to do this, of course. We helped them by using our 360 survey process to assess the current effectiveness of each sales person, not by looking at spread sheets, but by asking their customers for feedback about their sales people.

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Evaluation of Succession Planning and Its Impact on Sustaining Organizational Performance

Excerpt from Dr. Wendy Howard's Doctoral Dissertation, Nova Southeastern University, 2007.

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CCi Answers your Questions

Do you have questions? How can we help? 

You sent us questions about our process and how you can implement feedback projects more effectively.  Thank you for thinking of us as a resource. Here are shorter versions of our responses:

How would you compare your software with ....?

Our feedback process helps participants identify specific strengths to build upon and areas to develop. Coaches, mentors, trainers, team leaders, psychologists, OD and HR consultants, and others use our client proven process to develop personalized strategies for self-directed action planning. Our web-based software, CCi Direct-Connect®, can help you create a more relevant feedback process for helping participants with their personal growth and professional development.

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Which is better, an Employee Opinion Survey or a 360-degree Survey?

There is no better. It depends upon what you want to learn and intend to do with the feedback. There are basically two types of feedback surveys-micro and macro. Macro surveys ask questions about things, such as benefits or opportunities for advancement or issues related to the team as a unit. Micro surveys ask questions about a specific individual, such as your immediate manager, or about your team leader.

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How can we get our employees to change?

You identified the Employee Opinion survey you currently use. Thank you. Expecting your employees to implement needed change based on the feedback from your Employee Opinion survey is difficult. The data are about your organization, not any one employee. Upper management needs to take the first step and share the feedback with employees; identify the issues upper management intends to change and implement immediately (within a 30 day time frame if possible); and identify what benefits-results employees should see as a result of what they intend to do.

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