In the past six months, I’ve experienced an increase in the interest surrounding 360-degree feedback assessments. Traditionally, 360-feedback has been a common assessment tool used mostly at the senior and executive level of leadership. The increase in requests for 360-degree assessments might suggest a growing desire among all levels of leaders to gain insights into their leadership styles and their impact on others. I am hopeful that this trend aligns with the evolving traits that define effective leadership today, as more leaders aim to cultivate a human-centric approach. In this leadership blog you will learn what a 360-degree assessment is, the benefits of conducting one, when not to do one and best practices.

What is a 360-Degree Assessment?

A 360-degree assessment is a multifaceted feedback tool that gathers input from a variety of sources, including direct reports, peers, superiors, and even customers or external stakeholders. This holistic approach offers leaders a broader perspective on their performance and behavior. Unlike traditional assessments, which might only consider self-evaluations or supervisory reviews, the 360-degree feedback method integrates multiple viewpoints, including a self-assessment from the leader themselves. This process highlights discrepancies between how leaders view themselves and how they are perceived by others, offering valuable opportunities for alignment and growth.

Benefits of a 360-Degree Assessment

Comprehensive Feedback: Leaders receive insights from various sources—direct reports, colleagues, supervisors, and customers—providing a well-rounded view of their impact and effectiveness.

Identification of Strengths and Areas for Development: By illuminating both strengths and areas needing improvement, a 360-degree assessment helps leaders understand their work style and effectiveness from multiple perspectives.

Opportunity for Alignment: The assessment reveals gaps between self-perceptions and others’ perceptions, fostering discussions that align expectations and improve overall performance.

When to Use and When to Avoid a 360-Degree Assessment

While 360-degree assessments are powerful tools for development, they can be misused if not applied appropriately. Their effectiveness hinges on their intent. When used to uncover performance issues or to single out poor performers, these assessments can provoke resistance and lead to negative outcomes. For optimal results, 360-degree feedback should be used as a developmental tool rather than a punitive one.

Best Practices for Leveraging a 360-Degree Assessment

To maximize the benefits of a 360-degree assessment, it is crucial to incorporate it into a comprehensive talent development strategy. For the best outcomes, consider the following:

Use an External Expert: Engage a credentialed external coach with expertise in administering and interpreting 360-degree assessments. Their objective perspective ensures high levels of confidentiality and trust.

Focus on Development: Emphasize the use of feedback for personal and professional growth, rather than performance evaluation or disciplinary action.

Create an Actionable Development Plan: Work with the coach to develop a robust plan that addresses the feedback, aligns expectations, and supports continuous improvement.

As we navigate the evolving landscape of leadership, embracing tools like the 360-degree assessment can help leaders become more self-aware, align their behaviors with organizational goals, and foster a more human-centric approach to leadership. By leveraging these insights constructively, leaders can drive meaningful change and achieve greater success in their roles.

Need help navigating 360-degree assessments or other assessments in general? Always happy to help you problem solve. Email me at: robin@corecapitaldevelopmentllc.com