People with little self-awareness are often puzzled by the behavior of others toward them. This is one of the most important outcomes of any feedback process. In our 30 combined years of helping organizations and leaders implement 360-degree feedback instruments, we’ve seen the following benefits of using this process. ![]() There are many reasons to follow a process that looks more like this one. There is follow-up from the talent professionals to ensure accountability.The leader also receives a customized set of developmental recommendations, mapped to the company’s leadership competencies, to help them create a personal development plan.The leader is provided with context and guidance to understand the data.The report is presented to the leader, either in a group setting (if multiple people are taking the instrument at the same time) or in a one-on-one coaching conversation.The leader personally communicates with those respondents, asking them to provide their candid observations.The leader helps choose who among their colleagues should respond to the survey.This approach stands in contrast to what we’ve described above - and is what we strongly recommend. The 360-degree feedback instrument itself may be exactly the same, but the way it’s administered is completely different. Organizations that take the process more seriously, of course, get much better results. ![]() In most cases, this process doesn’t do any damage (other than wasting time and money), but it’s a missed opportunity - for the leader and the company. They don’t change their behavior toward others. ![]() The mindset of the leaders who received the feedback report isn’t altered. The outcome? Little, if anything, changes. After aggregating the data, those same professionals send a summary report to the leader, who then reads through the report with some interest and puts it away. Often it goes like this: After shopping around and deciding on a 360-degree feedback instrument, talent professionals administer it to the colleagues of each participant. Too many companies don’t take the 360-degree feedback process seriously enough.
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