Is Too Much of a Good Thing Really Wonderful? Exploring Connections Between Assessment and 360-Degree Ratings and Instrument Results
Georgia-Pacific Corporation (GP) began using assessment centers in 1996 to provide developmental feedback to its high-potential managers and executives. In 2001 GP revamped its assessment process, including creating new leadership competencies, converting to a high-fidelity (job sample) assessment center format, and re-designing its internal 360-degree instrument.
Since 2001 just over 300 participants have completed the new mid-level (Director) assessment program. This presentation will review the relationships that have surfaced between participants' personality and cognitive results and assessment and 360-degree ratings, and then explore the implications for coaching leaders on performance and development.
The primary focus of this presentation will be on the practical application of this research, and attendees will be encouraged to contribute their own ideas and suggestions during the question and answer session.
Speaker
Brian Wilkinson
Manager, Executive Assessment
Georgia-Pacific Corporation
Brian Wilkinson is the Manager of Executive Assessment for Georgia-Pacific Corporation in Atlanta, where he has worked for six years. In that role Brian is responsible for the developmental assessment programs for high-potential managers and executives and the 360º feedback programs. Recently he was also given responsibility for re-designing and managing Georgia-Pacific’s salaried performance management system.
Prior to joining Georgia-Pacific, Brian worked as a Performance Consultant with Prudential HealthCare and as a Director of Training and Organizational Development with the State of Georgia.
Brian earned a degree in Psychology (Magna cum Laude) from Georgia State University, where he also received a Masters in Public Administration. He is scheduled to receive an MS in Industrial/Organizational Psychology from Kansas State University in December.
