Performance Improvement with 360-degree Feedback
- We help people reach their performance potential
- We help people collaborate more effectively across functional areas
- We help organizations align their strategic goals with the day-to-day performance of their people
Development begins with CCi feedback
We believe in continuous learning and development. We begin with feedback. We identify individual and group strengths to build upon as well as areas for improvement. Our unique performance-based feedback acts as a catalyst for implementing needed change.
We can help you integrate our proven feedback process with training and development, self directed action planning, and follow up coaching sessions. We recommend action planning with accountability. Our pre-post assessments measure progress towards action planning goals and quantify performance improvements. Our feedback process complements your existing training and development programs.
The CCi focus is on you, our client
We collaborate with you to:
- Clarify goals, deliverables, and expectations
- Confirm what you want to measure and why
- Select an existing CCi survey or add your competencies
- Deploy and administer the survey
- Train personnel as in-house resources, coaches
- Help participants create relevant action plans
- Identify group, departmental areas for development
- Conduct Pre-Post assessment(s) to measure results
- Ensure the success of your 360-degree process
CCi ... Experience, Expertise, Exceptional Service
CCi Surveys International markets the most comprehensive selection of performance based 360 instruments in the world. We were established in 1976 and pioneered the wide range of applications for 360 degree feedback in business, industry, education, and government.
We provide you with options. You can use our ready-to-use assessments as they are or we can modify them to meet your unique requirements and expectations. You can localize them to your culture. We can administer any feedback project for you or provide you with direct access to our web-based software, CCi Direct-Connect®.
Learn More: 5 reasons to choose CCi
- The CCi Survey feedback process works!
- Our Pre-Post Assessments measure progress and performance trends.
- Our unique reporting formats act as a catalyst for implementing needed change.
- We can provide you with direct access to our web-based software.
- We can administer feedback projects for you.
Read more about Why CCi
Read more about CCi's products and services
In The News
FOR IMMEDIATE RELEASE
Cipolla Companies Inc., Receives
2009 Best of Minneapolis Award
U.S. Commerce Association's Award Plaque Honors the Achievement
WASHINGTON D.C., June 8, 2009 -- Cipolla Companies Inc., has been selected for the 2009 Best of Minneapolis Award in the Management Services category by the U.S. Commerce Association (USCA).
The USCA "Best of Local Business" Award Program recognizes outstanding local businesses throughout the country. Each year, the USCA identifies companies that they believe have achieved exceptional marketing success in their local community and business category. These are local companies that enhance the positive image of small business through service to their customers and community.
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New Assessments for 2009
We are pleased to announce the availability of three new performance-based 360-degree assessments--CCi Executive Leadership, CCi Developing Leadership Performance, and CCi Supervisory Readiness.
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A Message from the President and Director
Thank you for visiting our website. We introduced our first performance-based 360-degree survey, the Leadership Development Profile, in 1981. Today, we market more than 100 different 360 assessments to clients around the world. I invite you to join our international community of corporate and educational clients, consultants, and CCi Partners.
Larry Cipolla, President and Director
Cipolla Companies, Inc.
dba CCi Surveys International
Minneapolis, Minnesota (USA)
Since 1976
Telephones: 888.cci.4360 (USA and Canada) and 952.944.3738 (International and Skype)Emails: info@cci4360.com, or larryc@cci4360.com
Building 360 Assessments
Excerpts from Building 360
Learn More - Book Organization
What people are saying
Building Performance-Based 360-Degree Assessments: From Design to Delivery
Case Studies
Hospitality Client-Caribbean
The managing director wanted to provide his top executives, key administrative and functional managers with the opportunity to receive 360-degree feedback from their peers and direct reports. The client wanted to expand the current performance appraisal system and minimize potentially biased appraisals as much as possible. He also wanted to focus more on the competency areas that he needed to optimize for his very competitive industry. The primary focus was to develop the competency and overall effectiveness of the managerial team and to identify high potential performers who could be promoted in the future.
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Hospitality Client-Southeast Asia
One of our clients wanted to automate their customer satisfaction survey so they could receive real-time feedback from guests at their resort. The client had been using a paper based survey that guests could complete after checkout. They collected responses for the week and hand-entered the results onto a spread sheet. Typically, it took the client from two to four months to collect, enter, compile, produce, and initiate corrective action based on the feedback results. The client contacted us with the goal of reducing this time from collection to delivery to within a month.
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CCi Answers your Questions
Do you have questions? How can we help?
You sent us questions about our process and how you can implement feedback projects more effectively. Thank you for thinking of us as a resource. Here are shorter versions of our responses:
¿Qué son los baremos?
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¿Por que la retroinformacíon 360° ha llegado a ser una herramienta clave para el desarrollo?
La credibilidad es una razón importante. 360° es más relevante que la evaluación del desempeño tradicional. La retroinformación del jefe como fuente única puede no siempre ser aceptada por el subordinado, especialmente si el contenido de la retroinformación es diferente a 10 esperado por él. La credibilidad puede verse afectada si el participante siente que la evaluación del jefe es parcial o injusta.
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Changing Behavior
Is there a simple model or checklist that I can use to help people apply what they have learned from their feedback results? We want them to change their behavior.
People change their behavior for their reasons, not yours. Most people are able to change their behavior. That is the easy part. Some people are not willing to change their behavior. That is the hard part. Once people express a willingness to change, you can help them by keeping in mind the following:
- 1. In order for participants to improve, they first need to know where they are now (current behavior or present state);
- 2. They need to identify where they want to be or need to be (expectations or future state);
- 3. They need to identify measurable action steps designed to get them there.
- 4. They need to hold themselves responsible and accountable for their behavior, their development, follow-up actions, and progress.
- 5. They need to include a process to measure their progress towards their action plans and goals, and make any needed corrections.