I believe that multi- dimensional feedback is an important component to holistic leader development. By encouraging input from peers, subordinates and superiors alike, leaders can better see themselves and increase self awareness. A 360-degree approach applies equally to junior leaders at the squad, platoon, and company level as well as to senior leaders. The ability to receive honest and candid feedback, in an anonymous manner, is a great opportunity to facilitate positive leadership growth.
- Chief of Staff of the Army Gen. Raymond T. Odierno
Multi-Source Assessment and Feedback website
We're just flexible to a 't.' We don't have just one skill set, we have multiple skills sets.
- Maj. Kyle Waggoner, Military Police Battalion executive officer, Mississippi Army National Guard, speaking about the National Guard Soldiers, at a recent Transfer of Authority ceremony at Camp Buehring, Kuwait
Multi-tasking to the end: Units executed varied missions for troop withdrawal, other tasks
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Leader development through the Multi-Source Assessment and Feedback Program
What is it?
The Multi-Source Assessment and Feedback (MSAF) Program is a web-based program that enhances individual and unit development by providing leaders with personalized and confidential feedback from traditional and nontraditional sources - superiors, peers and subordinates. The feedback increases self-awareness by identifying gaps in perception and by providing specific information regarding a leader's strengths and developmental needs. MSAF provides both tools and coaching to aid the leader's understanding of the feedback and to facilitate developmental actions. MSAF is applicable to all cohorts -- officers and warrant officers, noncommissioned officers and Army civilians -- and both Active and Reserve components. The program is free for participating individuals or units.
What has the Army done?
In 2011, Army Directive 2011-16, Changes to the Army Evaluation Reporting System, required raters to verify whether they initiated or completed a Multi-Source Assessment and Feedback in accordance with Army Regulation 350-1, Army Training and Leader Development, and make a specific comment indicating such on the Officer Evaluation Report. Although acknowledgement on the OER is required, the results of the MSAF are not used as part of the rated officer's formal evaluation. In addition, the program is open to other services and federal agency personnel who possess a Common Access Card. This enables Army personnel in joint assignments to receive feedback from their superiors, peers and subordinates.
What continued efforts does the Army have planned for the future?
The Center for Army Leadership (CAL), continues to work with Army commands, Army service component commands and direct reporting units to implement the program across the Army and ensure that all leaders -- active, reserve, Soldier and civilian -- have the developmental opportunity for self-assessment of their leadership skills. In addition, CAL coordinates with operational units and institutional organizations to participate in the program. This unique way of participating allows commanders and directors to obtain leadership feedback within an organization that can be used to create organizational leader development programs.
Why is this important to the Army?
The MSAF program is a unique and valuable way that the Army invests in individual professional development and encourages leaders to grow. This investment provides direct personal and professional benefit to every leader across the Army. The impact is a better-led force and leaders who understand leadership competencies and attributes. Additionally, the program supports the continuous development of a force led by competent, confident, adaptive and self-aware leaders who are prepared for current and future conflicts.
Multi-Source Assessment and Feedback
Center for Army Leadership
Army Directive 2011-16: Changes to the Army Evaluation Reporting System (PDF)
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