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Part II: Chapter 3 ‐ The Competence

Use interview questions and 360-degree feedback analysis
The analysis results can be deepened by two further measures: by
structured interview questions in the conversation with the manager
and by the 360-degree feedback analysis. Let's take the competence
"innovative strength" as an example. In order to assess its
development, the manager can be asked questions such as the
following:

• "Describe for me a situation in which you were involved in
setting long-term goals and direction for your group (or
department, company)."
• "How did you approach the task? What aspects did you take
into account?"
• "Describe a situation where you felt it would be important for
the group (department or company) to change direction or
mindset and you personally advocated for that change. What
did you do?"

The 360-degree feedback analysis incorporates the manager's self-
assessments as well as the assessments of his or her management,
colleagues and employees. The result is a balanced,
comprehensive and authentic picture that is more meaningful not
least because it is created by people who deal with the manager
on a daily basis. Because employees and colleagues also provide
feedback, the analysis offers differentiated and multi-layered
insights into behavior at the workplace, which the manager's
supervisor would probably not be able to gain in such detail on his
or her own.

Important areas of application of the tool
The previous explanations may have given you an impression of
the complexity of the competence diagnostic tool. Through

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