360° Feedback
Participating in a 360° feedback (also called multi-rater) assessment takes courage. It requires the willingness to open yourself up to constructive feedback (from your manager, peers, direct reports and other people with whom you interact) and the fortitude to face your hidden weaknesses. However, the benefits of this type of feedback process – when done right – can far outweigh the fear and trepidation.
There are several things that need to happen for it to be “done right”, including:
- Transparently communicating how and why the process is being conducted
- Using relevant and observable competency-based questions
- Keeping the administration and reporting processes simple
And, in my opinion, one of the most important things is:
- Sharing the feedback in a clear, thoughtful, unbiased, constructive and action-oriented manner.
Over the last few months I’ve had the pleasure of conducting several 360° feedback assessment “debrief and action planning” sessions with a range of leaders and have experienced firsthand what a huge difference this makes.
For many participants their 360° feedback was really positive, and for some the feedback was critical, tough to hear, and could have had a negative or damaging effect. However, having the opportunity to review their feedback with an “expert”, in a safe and neutral space, was instrumental in easing the pain. Of even more value, no matter what type of feedback received, was leaving the debrief session with a forward-looking, tangible plan to maximize strengths, improve on weaknesses and move towards the leadership vision we worked together to develop.
Kwela offers 360° Feedback as an optional component of our LEAP Leadership in Action programs or as a standalone 360 ‘service bureau’. Also see our 360 Best Practices whitepaper if you’re interested in learning more.
Helen Schneiderman, Partner
helens@kwelaleadership.com
