Stakeholder competency assessments as predictors of career success

Purpose - The purpose of this paper is to extend the work on 360-degree assessments as a stakeholder perspective and to support the argument that different competency assessments by different rater groups provide valid predictors of the objective and subjective career success of young professionals.Design methodology approach - A 360-degree assessment tool, the leadership inventory (LI), was completed by 330 individuals as part of their professional development. Eight competencies germane to the performance of young professionals were assessed by self, supervisors, peers, and direct reports. These rater assessments were used to predict one's satisfaction with his her career, promotions, and salary changes.Findings - Different rater groups assess the competencies differently, and these differences are relevant to career success. The results of object measures of career success held when gender, years of work experience, and two individual difference measures (i.e. proactivity and negative emotions) were controlled. In contrast, the self-assessments of satisfaction with career success were attenuated when control variables were introduced.Practical implications - Professionals can enhance their promotion potential and salary progression by developing and exhibiting the competencies of interest to their supervisors (most performance competencies), peers (gaining buy-in and commitment of others, recognizing and promoting interdependence), and direct reports (providing direction that inspires action, fostering a climate of innovation and learning).Originality value - This article supports a broader use of different rater group competency assessments in understanding and enhancing the career success of professionals. It suggests the need for dialogue and research regarding when different rater assessments in 360-degree assessment tools are an index of instrument validity.