We often work with 360 degree feedback clients in creating their competency frameworks from first principles; taking their strategy, stated values, desired culture and any other relevant material together in order to capture what they deem important to the future success of the business.

Ultimately a series of competency headings and behavioural indicators emerge which form the basis of their 360 degree questionnaire; at a very pragmatic level, the behavioural indicators need to satisfy at least 4 criteria:

• Essence; do they successfully capture the essence of what is desired?
• Language; is the language suited to the organisation?
• Simplicity; will the statement be easily understood by all potential respondents?
• Observable; does the indicator highlight an observable behaviour?

We would add that sometimes a fifth condition should be met, and that is 'Inspiring'; does the statement offer something for one to aspire to?

360 feedback has the possibility to not just provide feedback for individuals in support of their development, but to help shift organisational cultures; it's worth taking time on the questions.

John