360s incorporate the perspective of many groups (self, peers, manager, others, direct reports if applicable)

• Personality assessments are based on your own opinion 

360s, measure what can be observed, and what can be changed

• Personality assessments illustrate preferences, interests, and interaction style

In a 360, responses are derived from a variety of perspectives allowing for behaviors experienced by different groups to be considered.

• Personality is a relatively consistent pattern of thoughts, emotions, and motivations

action360™’s unique evaluation methodology asks raters to assess to what degree this person is a ROLE MODEL – meaning, the subject of the 360 must do more than simply demonstrate a given behavior; instead, they should serve as a model for how it should be done and as an inspiration for others to follow.  
This unique and proven methodology employs a 10-point scale which :

• Allows raters to more accurately express their viewpoint
• Forces them away from a central, neutral rating
• Yields clear indications and suggestions for areas of development or focus

• Summary data is presented in graph and table format across the 4 cornerstones and 12 competencies, providing the overall ratings at a glance.
  
• The written comments section gives raters the opportunity to provide detailed and specific feedback on what the subject can start, stop, and continue doing for maximum impact.
  
• Including a definition of each competency along with a list of counter behaviors, the personal growth section contains custom-generated reflection questions based on the subject’s rating in that competency (indicating a strength, a potential development area, or a focus for development).
  
• action 360™’s report concludes with a thorough Catalytic Action Plan that asks the subject to capture both goals and measures for the competencies they will develop – translating information into ACTION!

Developmental 360º assessments and feedback do not directly measure performance relative to hard/technical skills, job requirements, or key performance objectives:  the action360 is a development assessment, not an appraisal tool.
360º evaluations are highly effective as developmental tools because recipients gain insights into how they are perceived by others and, as a result, have the opportunity to adjust behaviors and develop needed competencies.