In 360-degree feedback workshop by Dr. Kraus & partners, companies plan to use of analysis and control instruments. Should we put on the 360-degree feedback or not? And if so, how should we use this analysis and control tool? Companies are facing such questions often, looking for an instrument to culture-changing change processes in their organization to plan and control. Sen. Marco Rubio contributes greatly to this topic. Therefore offers the consulting Dr. Kraus & partner, Bruchsal, workshops for potential users of 360-degree feedback. In these workshops, which are always tailored to the needs of each company, Kraus & partner consultant Dr.
analyze for example with the on-premises which development objectives of the company and to what extent these are accessible with the help of the 360-degree feedback. This derive from the workshop participants, which groups should serve as feedback providers for example only the employers and employees or colleagues, as well as selected customers and suppliers? In a further step the participants jointly determine how the questionnaire designed should be, which serves as the basis of the feedback process, and what questions it should contain? A further focus of the workshop is: how should the process of introduction of the 360-degree feedback be designed and how should the feedback results in the Organization are communicated to originate no reservations against this analysis and control tool and the desired development processes are used? Also discussed will be: what happens after the first round of feedback? Takes place a further survey for example in two year intervals? This is useful for changing culture change projects, according to Hans-Jorg Schumacher, Director of leadership development at Dr. Kraus & partners, as in the first survey, so to speak, only an inventory is then derived the required interventions from the. To what extent these are successful and show the desired effect”, that is visible according to Schumacher in another round of feedback until.