360 assessments to help resolve sexual harassment can work, if…
The Executive Development Group partner Sandra L. Shullman weighs in on an engaging article appearing in Talent Management concerning the use of executive coaching with 360 assessments to resolve harassment cases in the workplace.
Sandy has been an expert witness in sexual harassment cases and while she sees how the process can be helpful, she offers some cautions.
“I can imagine how this might be helpful,” said Sandra L. Shullman, a psychologist, executive coach and partner with the Executive Development Group. “However, HR and managers in charge need to think about how willing the affected members of the organization are to participate effectively.”
A coach to harassment victims and an expert in harassment cases, Shullman also has consulted with client firms seeking to reform harassers. She said 360s and coaching should be applied judiciously because using 360s as remediation could cast a negative light on assessments, decreasing their acceptance for positive development interventions. She also said these processes should never be a substitute for sanctions or the mandate to maintain appropriate behavior.