How Do You Know When Leaders Need 360 Degree Feedback?
In addition to leadership simulation assessments for high stakes roles, 360 degree feedback has become a familiar tool for organizations looking to build better leaders. 360 feedback provides leaders with anonymous, confidential feedback from the people who work above, with, and below them.
This approach, often combined with action learning leadership development approaches, gives leaders, who are often insulated from honest feedback, a wonderful opportunity to learn how their superiors, their peers, and their direct reports truly perceive them. Done right, 360 feedback should help leaders to identify and close both performance and behavior gaps in order to improve their ability to lead their team to greater heights by:
Do 360s Work?
The short answer is yes. If the questions are sound and the process is well-intentioned, if the results are debriefed with a professional, and if the leader is open to listening and motivated to invest what it takes to become better at their job, 360 feedback can have a profound effect on leadership effectiveness, team trust, and team performance.
When Do Leaders Need 360 Degree Feedback?
Based upon data from thousands of new manager training and leadership development training workshops, here are a few circumstances when leaders most need 360 degree feedback:
The Bottom Line
Leaders need 360 feedback when they are open to improve as leaders and to improve the company in the process. The assessment will give them the opportunity to see themselves as others see them and to make desired changes in their behavior. And better leaders at the top create a ripple effect throughout the organization.
To learn more about when leaders need 360 degree feedback, download 8 Reasons Why Leaders Need 360 Feedback
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