360°-Feedback

• Improvement of leadership / work style through feedback and coaching
• Improvement of communication through team feedback and coaching
• Prospects for development with management
• Mobilization of managers through the development of specific measures on the basis of aggregate results

• Semantic differentials
• One-Page-Approach
• Only 15 questions and 2 open-ended text questions
• Printed and online versions possible
• International (German, English, French, Italian, Russian, Chinese, Japanese)
• Hypotheses about complex management skills such as:
  • "Leader"
  • "Doer“
  • "Strategist"
  • "Communicator"
  • "Customer oriented"
  • "Appreciator"

• Created in 1982 and afterwards continuously further developed, among others by the Institute for Empirical Social Research at the University of Cologne
• 15, or as the case may be, 18 bipolar adjective pairs (semantic differentials)
• Fast, simple and intercultural with the validity of 143 individual questions
• Anonymity is strictly maintained
• 2 open additional questions, “He / She could be successful if he / she would change the following”, etc.
• Holistic consideration
• Resource oriented

…occurs here (refer also to "Profilizer") without any claim to rightness, universality or judgment! It does not give a result of "how or what someone is", rather it provides a response as to how the feedback receiver is perceived. For this discussion of interpretation, our orientation toward systemic values and humanism also applies. The "truth" comes into being during the discussion – not on the document.

• Presentation / goals of the FAB & information regarding confidentiality
• Explanation of the report & feedback regarding the results
• Individual look at the results & elaboration of their meaning
• Coaching / advising
• Next steps / development of possible improvement and solution strategies, or as the case may be
• Creation of human resources development measures, inasmuch as these are desired and necessary