The value of 360 degree feedback

The value of 360 degree feedback

The value of 360 degree feedback

360 degree feedback is a process that involves gathering data from key stakeholders by means of a confidential anonymous questionnaire about a specific individual. Individuals often also complete a personal review of how they perceive themselves in the workplace. While 360 feedback is used in a variety of ways, this blog is focussing on its use within the Coaching and Leadership Development Sphere.

In the sphere of coaching and leadership development, 360 degree feedback is a valuable tool that can be used in many ways including in the talent development plan for individuals in an organisation. The objective of 360 degree feedback is to provide the individual with insight of how they are perceived by others, increasing their level of self- awareness. The feedback is a good starting point for a discussion to facilitate and accelerate their personal growth and development.

While it is possible to gather data in person with selected individuals we find that using an online tool which allows for anonymous completion encourages honest feedback when rating the individual. Each rater completes the online questionnaire based on their view of the individual as well as the individual completing a self-assessment. Data is then gathered and a report formulated revealing perceived strengths, weaknesses and areas to focus on.

In order to get a truly well-rounded perspective and reliable data, there needs to be care taken in who is invited to participate. Line Manager(s), Peers, direct reports and team members the individual works with on different projects, can all be invited to participate. In this way feedback is solicited from all directions in the organisation and provides a balanced view.

The 360 summary highlights how an individual perceives themselves and how this compares to other people’s perceptions of them. A Coach accredited to use the 360 tool can help the individual interpret the feedback during a confidential coaching session including working on a development plan. We would then encourage the individual to share their insights and development plan with his or her line manager.

When planning for the development of your talent, consider using a 360 degree feedback tool to help identify the objectives and measures to include in development programs. Contact us at LHH Gulf if you would like more information on how 360 feedback and assessment tools can be used to engage and develop individuals and teams at info@lhhgulf.com or 04 278 0917.