HUPO 360º 

An effective solution for the development of leadership and social skills

HUPO 360-evaluation is an efficient method of developing leadership and social skills. This method evaluates person's leadership behaviour from various perspectives. HUPO 360 evaluation is carried out by the person in question, their supervisor, colleagues and fellow workers, subordinates (if applicable) as well as the client or some other outside party such as a cooperation partner. 10-20 evaluations are done per person being evaluated.

An essential part of the process is going through the results and utilising them in personal and/or group facilitation workshops.

There is a management version of HUPO 360 evaluation (middle management, supervisors) and an expert version (experts, assistants). All of the company’s key personnel can be coached using the same method.

HUPO 360 doesn’t strain the surveyors with a needlessly broad survey, but instead concentrates on the fundamental aspects. The survey responses can be gathered on paper or using a web based tool.

HUPO 360 aims at developing both the person being evaluated as well as the work community as a whole. The evaluation is given by stating an opinion about a number of statements (on an axis of completely agree – completely disagree) as well as by giving open comments. A qualitative perspective reinforces the quantitative.

A comprehensive report and delivery of feedback 

The evaluation produces a report of approximately 30 pages in length for the persons themselves and feedback for the corresponding consultant. The report includes a comparison to the company’s average result as well as a chosen norm group e.g. the national average, which adds a substantial amount of value. The report summarises the evaluation into the 15 key personal and professional skills. 

The feedback and coaching process, which is an integral part of the process, brings permanent changes to the activity of work communities. The supervisor under evaluation receives reliable information about the impressions their own actions have on others. As a result, a supervisor’s self-confidence increases which in turn creates a realistic base for leadership and the development of personal behaviour. Through the 360 survey and feedback process, significant results in the development of leadership and work community capabilities can be achieved.

The best result in applying development techniques is achieved when the different tools complement each other. HUPO 360 is very well suited to form part of the toolbox for developing the company’s competence and leadership.

If required, an IC Insight consultant or one authorized by us will serve throughout the evaluation and feedback process. A training package for the company’s own coordinators can also be added onto the project.