360 Degree Leadership Feedback
360 Degree Leadership feedback is becoming increasingly popular in linking good quality feedback with maintaining and improving performance. Good quality and constructive feedback is invaluable in helping to make improvements and in knowing how to proceed to become better than previously at work.
360 Degree feedback is a tool to provide individuals with performance feedback from self, peers, managers, sub ordinates and customers. This feedback has the advantage that it is from a variety of sources rather than a single source such as a manager. It has the advantage that it can be outside the perfromance appraisal process and from trusted respondents. A recent survey of middle managers showed that the majority valued this feedback more than feedback from the formal review process.
The 360 Degree Leadership questionnaire can be used to give feedback on skills you need to be successful in leadership and managerial roles.
How others perceive you
360 Degree feedback enables individuals to understand how others with whom they have to work perceive them. The feedback helps the individual understand what they do well and areas that they can improve on.
Changes you need to make
360 Degree feedback provides information on the areas the individual needs to change in order to improve performance and support their personal development.
Based on the analysis within the report, an action plan can be drawn up based on key competencies for the role.
Online Feedback & Reporting
The questionnaire comprises of 45 statements which the respondent rates the candidate on a scale of 1 to 7.
A rating of 1 indicates that the participant needs considerable support or development in this area; a rating of 4 indicates that the participants is meeting a satisfactory standard for their role and a rating of 7 indicates that the participant is exceptional and can be considered as a role model in this area.
These 45 statements are linked to the following 9 competencies:
1. Communication
2. Drive
3. Influence
4. Impact
5. Organisation
6. Problem Solving
7. Strategic Awareness
8. Team Working
9. Vision
The scores are summarized for each of the competencies as shown in the related sample report.
Each statement has an individual score and along with the the top and bottom 5 scores are shown in the sample report.
The second section asks the respondent to rank a list of competencies in order of priority for the role. The ranking and rating comparison is reported for the participant and the other respondents (see sample report).
The final section of the questionnaire contains open questions and allows the respondent to add any other comments.
The feedback and analysis from respondents provides a basis for drawing up an action plan around key competencies.
How does it work?
The 360 Degree Feedback is available online. Respondents are sent an email invitation to complete the feedback questionnaire. The email contains a URL link to the questionnaire to be completed.
The client nominates the list of people who will provide feedback for the candidate and provides the administrator with email contacts for these respondents. This list of people to provide feedback is usually a joint decision of the organisation and person on whom the feedback is being sought. The number of respondents should be more than 6 and less than 25. The administrator sets these emails up into categories of peers, manager(s), subordinates, customers and sends an email to respondents inviting them to complete the questionnaire.
The system keeps track of who has responded and reminder emails can be issued to encourage outstanding respondents. When the repsondents have completed their feedback, the report can be generated immeadiately.
Advantages of 360 Degree Leadership Feedback
Multi-rater assessments are most helpful for new managers, new leaders or those managers/leaders with new teams
When an individual steps up to a team leader, manager or executive leadership role, it is a learning curve for everyone and it is important down the line to get honest feedback from the team.
Since 360-degree feedback is anonymous, it is a good way to bring honest feedback about leader behaviours to the leaders.
Disadvantages of 360 Degree Leadership Feedback
The anonymity of the feedback, while it is a positive, can also be a negative. When provided with the safety blanket of anonymity, some people will let loose with the criticism, sometimes unfairly so.
Receiving negative feedback can damage a leader’s morale.
The number of people providing feedback can sometimes result in conflicting opinions, leading to the question of which one is accurate and more importantly, what should be done about it.
Quick Tips on Giving 360 Feedback
For what purpose? Consider why you are giving this feedback. It should have a purpose—to make them better, to make the organization better, or to make your team work together more effectively. Conversely, to get them back or to get something off your chest is not a good reason to give someone feedback.
Dwell on the positive. Instead of pointing out what someone did wrong, and how many times, point out what they could do better next time to create a more ideal result.
Quick Tips on Receiving/Processing 360 Feedback
Focus on the positive. Instead of questioning what you could have done better, look at what positive feedback you have got.
Listen well and seek to understand. It is very easy to become defensive quickly and to build a shield that prevents us from really hearing the feedback. Listen with an open mind. Read the feedback a few times when you are in a different place and mood or at different points in time.
Don’t take it too seriously. There will always be a comment that stands apart from the rest—treat it just as that, an outlier. When a piece of feedback seems off the wall, or comes from nowhere, or doesn’t coincide with any feedback that you have received, you can take a chance that it’s not worth dwelling on.
Next Steps
Contact us for further information or to arrange a FREE consultation to discuss your company’s 360 Degree feedback reporting.
You can also email us or call us on +353 1 8666426.
