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2. 360-degree feedback - Wikipedia

   en.wikipedia.org/wiki/360-degree_feedback

   360-degree feedback (also known as multi-rater feedback, multi-source feedback, or multi-source assessment) is a process through which feedback from an employee's colleagues and associates is gathered, in addition to a self-evaluation by the employee.

3. Multifactor leadership questionnaire - Wikipedia

   en.wikipedia.org/wiki/Multifactor_leadership...

   It is a multi-rater form, meaning that it analyzes the leader's self-assessment alongside how superiors, peers, subordinates, and others perceive their leadership behaviors. The MLQ 360 measures transformational leadership, transactional leadership, passive/avoidant behaviors, and outcomes of leadership.

4. Performance appraisal - Wikipedia

   en.wikipedia.org/wiki/Performance_appraisal

   360 degree feedback contains elements of self, peer and manager appraisal as it aims to incorporate feedback from multiple sources to produce a more comprehensive evaluation of the appraisee. [98] The feedback is divided to reflect formative and summative domains – formative feedback is taken from peers; Summative feedback is taken from managers.

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6. Talk:360-degree feedback - Wikipedia

   en.wikipedia.org/wiki/Talk:360-degree_feedback

   Questions should be based upon core capabilities / competencies determined critical to a climate of leadership in your organization. Les Wallace, SignatureResources.com 360 degree feedback and 360 degree review are usually different processes. Most legitimate providers of 360 degree feedback only use their tools for feedback and coaching purposes.

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8. DISC assessment - Wikipedia

   en.wikipedia.org/wiki/DISC_assessment

   The first self-assessment based on Marston's DISC theory was created in 1956 by Walter Clarke, an industrial psychologist. In 1956, Clarke created the Activity Vector Analysis, a checklist of adjectives on which he asked people to indicate descriptions that were accurate about themselves. [6]

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