See the gap between how you see yourself, and how everyone else does.
RICK360 turns 360-degree competency feedback into a clear, prioritized development plan, for one person or for your whole team.
This is not a new idea. It is battle tested.
More than twenty years ago, Şensezgin-Kurmuş built the original RICK chart methodology on top of the 360-degree process, and used it with clients across different industries and company sizes, adapting it project by project. The addition of new metrics and their interaction with scores and comments by participants enabled our consultants to provide actionable, measurable, and practical roadmaps that were put to immediate use with real improvements. The results have been consistently good ever since. Now that so much of the process has been digitalized, we are eager for it to reach more people. RICK360 is that same, tested methodology, now built into software.
How we will work together.
We start with your organization’s competencies. We help you choose the ones you should focus on based on your strategic priorities. Then we develop questions to evaluate these competencies. Our questions do not allow for speculation or opinion. They focus on real, observable behavior.
Once we lock down the questions together, we hand the project over to you. You determine who should be getting feedback from whom and put that into the system (either by hand or by uploading a simple Microsoft Excel document). The rest is automated. Everybody gets notifications and reminders throughout the project. You can always monitor who filled in their questionnaires, send reminders at the touch of a button, and see the progress of your project via dashboards and e-mail updates.
After the data collection period is over, your consultant reviews all the answers and writes personalised reports for all participants. Your employees get their reports in an e-mail and can always see an online version during the lifetime of the projects. The project owner can also see an aggregated report on everyone to get a better understanding of the whole team. Your employees also participate in a one-on-one session with our consultants to go over their reports and finalise their action plans.
How we see ourselves versus how others see us.
Each participant, is scored on every question two ways: their own rating (Self), and the average rating from their colleagues (Others). Plotting Self against Others for each question sorts every competency into one of four quadrants. RICK is a genuine acronym of those four quadrants.
Relax
You rate yourself lower than others do. A hidden strength, or a confidence gap worth naming.
Improve
Both you and others agree this is weak. The top development priority.
Convince Others
You rate yourself higher than others do. A perception gap worth addressing.
Keep It Up
Both you and others agree this is a real strength.
That chart, along with extra metrics and a written narrative conclusion, becomes each participant’s personal report.
Two audiences.
Companies
An HR or organizational development leader bringing outside 360-degree feedback to a team.
Consultants and coaches
Independent consultants and coaches who want to run a proper 360 process for their own clients, without building the tooling themselves.
Every engagement starts with a conversation, not a signup form.
This is not SaaS, nor is it a subscription. You will have to talk to us. Competencies and questions are agreed with the RICK360 team before any software is involved, and each project is priced per engagement. Each round of feedback is a single, complete assessment, not a repeating pulse survey.
Get in touch with usTwo real reports, fictional people.
Both reports below were produced by the actual RICK360 report process: the same charts and the same layout a real participant receives. The names, the company, and every score and comment in them are invented for illustration.
A strong, consistent profile with one clear, realistic development area. View PDF → Diego Alvarez
A more mixed profile: a genuine blind spot, a genuine hidden strength, and a clear priority to work on. View PDF →
Illustrative examples only. The names, company, and data shown are fictional and do not belong to any real participants or clients.
Ready to talk?
Write to Zeynep directly, and tell us about the team you have in mind.
zeynep@sensezgin-kurmus.com.tr