Individual 360-degree Feedback Assessment
Every leader behaves differently with different people or roles in the organization and they are perceived differently as well. A 360-degree feedback assessment provides a mechanism for a leader to receive honest feedback from people in different levels or functions in the organization. A 360-degree feedback assessment reaches out to people in different functions in the organization to get their perceptions of the leader’s performance along several relevant leadership dimensions.
Context of 360 Assessment
A 360 assessment often occurs at the outset of a coaching engagement or leadership development program, or just because the leader wants to learn how they are doing. In any case, it is useful to work with a coach for at least three sessions to learn about what to expect, receive the feedback, and follow up with a development plan. We only conduct 360-degree feedback assessments for development purposes. If you would like to conduct an assessment for hiring or promotion purposes, see our other assessment offerings.
Confidentiality of 360 Feedback:
One of the reasons people seek external consultants to run 360-degree assessments is that it ensures confidentiality and anonymity to participants. We take that very seriously, as well as security. Since we only conduct 360s for development purposes, we also only give the reports to the recipients of the 360 feedback, not to HR or other leaders in the organization. Rather, we teach recipients how to share their feedback with others and have development discussion with their supervisors.
Typical 360 Assessment:
The leader and 6-12 work associates complete the 360-degree Feedback Survey either in an online instrument online (about 30-45 minutes each) or in telephone conversations with the consultant (about 20 minutes each).
- The work associates include a manager, a group of peers, a group of direct reports, and an optional other group, such as internal or external customers.
- The assessment is conducted externally by the coach or coach’s organization to ensure confidentiality of participants.
- The participant shares names and contact information of the raters and the coach coordinates the communications to the raters.
The 360-degree feedback instrument is selected to match the context of the leader, team, and organization. For example, it may be one of the following.
- EQi 360, an emotional intelligence based instrument
- SVI 360, a semi-custom approach with a write-in option for each item
- 20-minute phone interviews with the consultant
The report is typically a comprehensive 360-degree Feedback Report for the chosen instrument, but it can be a summary from the consultant interviews, and it is always accompanied by a meeting with the coach.
The leader participates in a 2-hour meeting with the coach to go through and ensure understanding of the 360-degree report. The discussion centers around the following points.
- Compare and contrast the feedback from the individual and others and identify strengths and development opportunities.
- Determine which strengths and areas for development are most relevant to the individual’s leadership goals.
- Incorporate the participant’s strengths and development opportunities into a development plan to accentuate their leadership strengths and address their leadership gaps to strengthen their overall leadership platform.
To learn more or get started, schedule a quick call.
A 360-degree feedback assessment may be conducted at the team level or individuals on the team may have their feedback rolled up into a team report, where their individual ratings are anonymous. When a whole team goes through a 360 feedback process, it opens the door to honest feedback and constructive, empathic conversations on how to improve.
To learn more or bring a team 360 to your team, schedule a quick call.