Updated: Oct 18
When 360 feedback helps us explore what we don't know we don't know, DKDK
If you're going to invest in 360 feedback for your leadership cohort, get it right, or it could be a costly exercise with no real gain, even worse it could be costly and backfire!
Leaders should be involved with their one up in selecting rater's as well as your executive coach to help select the right rater's. This is one of the first discussions that takes place. I love a courageous leader who wants to involve mostly rater's with a less favourable view of their style, and who have minimal interaction with them, however the resulting feedback may not be useful or constructive. And talking executive coach, it's valuable to debrief with someone outside the organisation, to remove biases, bring an external perspective to the debrief, and coach the leader through to an action plan.
It should be clear before embarking on this journey what the expectations are and that this is a development opportunity. How the report will be shared inside the organisation should be agreed to upfront as well.
360s help build a leaders self awareness, selecting the right tool for the leader is critical. A personality profile may report on what the leader already knows about themselves, something that is competency based is much easier to turn into practical outcomes. An emotional intelligence profile gives leaders so much more to work with and development tools that they can talk through with their executive coach.
The initial debrief should be followed up with another coaching session and the leader should be able to confidently share an action plan for growth with their executive coach and one-up. Knowing how to respond to rater's that have provided feedback is also important and a step that is generally left out.
We love our 360s and they form part of not just our coaching, but some of our leadership programs as well.
Lets chat today if you'd like to find out more.