Larry Cipolla
April 29, 2014

Business owners, do you remember how things were when you started your company or startup? At this time, things were extremely uncertain, payroll was low and you were forced to represent multiple departments.

Now, it may be years since then, and a lot has changed. Experience has taught you how to work with clients and communicate with employees. However, when was the last time your role as CEO, board member or senior employee was evaluated? If the answer is "a while ago" or "never," it may be time to look into a leadership assessment.

It may sound like a strange thing to consider, but fact is you've changed. While some of these adjustments helped the company grow for the better, other changes may not have. We often place the blame on others for work-related errors, but what if the problem is ourselves? Inc. Magazine contributor Suzanne Lucas explained how the founders of an organization can be the source of the company's problems.

"[J]ust because you're the boss doesn't mean the problems go away," she wrote. "In fact, there seem to be more–clients, employees, investors, regulations—and sometimes, the biggest problem is you."

If turnover is high, or if staffers are leaving anonymous negative comments on forums about their coworkers, these situations should be discussed within the organization, not outside. One way to hone in on these concerns, without pointing the finger at anyone, is through the use of a 360 degree performance evaluation.

What makes a 360 degree assessment a viable option for businesses is that everyone has an opportunity to evaluate one another's strengths and weakness, even the CEO. This can provide insight that wasn't addressed before.

Those who participate in these evaluations have an opportunity to have "a clearer understanding of their strengths and developmental needs" as well as "comparative data on their effectiveness with those with whom they interact [with] on a regular basis," Larry Cipolla noted.

Often times, these evaluations are used on employees, but they can be an asset to supervisors and executive staff members as well. Even seasoned workers deserve to know how they have impacted the organization, as well as identify room for improvement. Everyone wants to do their part to help the business grow — why not implement a solution that can truly help?