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A well planned 360 Degree Feedback process can provide powerful insight and motivation for your organizations’ developing leaders. The difference between a successful 360 Degree Feedback process and an unsuccessful one typically has more to do with planning than the process itself. With this in mind, review the Top Six 360 Degree Feedback Questions you should answer before embarking on your next one.
There are ongoing debates about whether 360 Degree Feedback should be used for development or performance. While that is a topic for another blog post, the most important thing is to:
The transparency of your process is directly tied to its’ success.
The infinite number of blog posts titled “What is Leadership?” provide ample evidence that leadership can be a challenge to define and measure. The good news is that companies like SIGMA have done the “heavy lifting” to research and develop a comprehensive leadership competency model that works best for leadership development.
Start with SIGMA’s proven leadership competency methodology and refine that model to a subset of competencies (we recommend 20-25 in total) that are most important for leadership in your organization.
Regardless of the goals of your 360 feedback process, involving participants in the process will pay dividends. The most obvious way to do this is to involve them in selecting raters. They can be completely responsible for rater selection, or you can enlist a process where their immediate supervisor provides input on raters and/or approves the rater list.
This approach obviously helps with employee buy-in as well as providing a kick-start to supervisor/employee development discussions.
The most common breakdown with 360 Feedback process comes near the end of the process. Even when everything is done properly up-front, little attention is spent on what to do with the results.
Ensure that you have a formalized plan for the results / post-feedback before doing anything else. Options for post-feedback can include a group debrief, reviewing results with a supervisor, or 1-on-1 coaching. All options should result in a completed development plan based on the data collected in the 360 process.
Different variables can have an effect on the length of time your process takes. However, here are some general guidelines for a few major steps.
It is no surprise that communication (or lack thereof) with participants before, during, and after your 360 Degree Feedback Process is critical for success.
However, what you communicate is significantly more important than how it is communicated. Keep process transparency in the forefront as you clearly communicate:
Download our EGuide, The Science of 360-Degree Feedback Systems for more information about the science behind 360s.