360 Assessments
• Our 360 Assessments • Other 360° Offerings • Task Cycle® Theory • Validation, Roles,
Behaviors, & Norms

Reports Customization Coaching Development 360 Feedback Certification 720 Feedback®

Our 360 Feedback Assessments

Reliable, valid, and reputable...

  • Based on a proven methodology called the Task Cycle® ( Learn more )
  • Measures behaviors, not personality traits
  • Proven to be valid and reliable
  • A survey to cover every role
  • Extensive international norm base
  • Available in multiple languages


Senior Leader 360 Feedback Assessments


EXECUTIVE LEADERSHIP
Executive competencies and emotional intelligence
LEADERSHIP EQ
Leadership competencies
integrated with emotional intelligence
 
 
 
[ Product Sheet ]
[ Product Sheet ]
 
 
 

Management 360 Feedback Assessments


ADVANCED MANAGEMENT PRACTICES
Developing senior managers
within and across functions
LEADERSHIP COMPETENCIES
FOR MANAGERS
The emerging role
SURVEY OF MANAGEMENT PRACTICES
Managing teams for
performance & commitment
[ Product Sheet ]
[ Product Sheet ]
[ Product Sheet ]

Individual Contributor 360 Feedback Assessments


TECHNICAL PROFESSIONAL
Management and influence
skills for staff specialists
ASPIRING TO LEADERSHIP
Developing leadership
skills for the emerging leader
CLIENT RELATIONS
Internal and external
consulting skills
[ Product Sheet ]
[ Product Sheet ]
[ Product Sheet ]

Special 360 Feedback Applications


SALES MANAGEMENT
Developing first-line and middle Sales managers
COACHING PRACTICES
Appraisal and coaching skills
 
 
 
[ Product Sheet ]
[ Product Sheet ]
 
 
 


Can I customize your assessments?

We can easily adapt our instruments to meet your organization's unique needs. If you wish to modify an existing off the shelf assessment, our development team will work with you to design a custom assessment that meets your expectations, while preserving the reliability of the competencies.


How do you maintain reliability?

The Booth Company is unique in this respect. We have over three decades worth of dimensions and norm bases that have been proven to be reliable and validated. This allows us to assemble dimensions from our battery of assessments to create a customized version that maintains reliability.

Why use reliable assessments?

Good measurement is crucial to your change initiatives. You need to know where you stand at the start and when you finish. Otherwise, you have no accountability. To do this, your assessments must meet two basic criteria:

  • They must yield operational relevance. The dimensions must make sense to all participants and executives concerned. They must also demonstrate practical validity, meaning that scores on the instruments must relate to performance.

    Otherwise, if the instruments have face validity only - acceptable because they look right - but have not been shown to relate to measured performance, then you have a problem justifying investments in your programs. If you do not have good assessments of performance, you should use instruments whose validity can be demonstrated on comparable jobs.

  • They must be sufficiently reliable over time to assess any change resulting from your programs. If the measures are less reliable than necessary, any change can be mistakenly interpreted. Change may appear to take place when in fact, it does not; or conversely, good change programs may be evaluated negatively because real differences are unreliably measured.