360 Feedback: The Uncommon Path to Leadership Transformation
By Jayson Krause, Managing Director of Level 52 & Award-Winning Author of The Science Behind Success
The 360-degree feedback process is the most intentional and powerful catalyst for personal and professional transformation. That’s exactly why it’s a fixture in our award-winning Accelerated Leader Program. However, like any tool, its effectiveness depends on how it's used. There are 6 things to consider to make sure your 360 becomes a transformational experience.
1. Set the Stage
Before you even begin the 360 process, it's crucial to set the stage in the right way. This means creating a culture of feedback within your organization. If feedback is seen as a threat or a chore, the 360 process will be met with resistance. However, if feedback is seen as a valuable tool for growth and improvement, the 360 process will be embraced and, therefore more effective.
Start by communicating the purpose and benefits of your 360 journey. Make it clear that this isn't about finding faults or assigning blame. It's about gaining a deeper understanding of ourselves and how we impact others. It's about identifying strengths to leverage and areas for development (we provide templates for communication that sets the stage).
2. Choose the Right Raters
The quality of your 360 feedback depends largely on the quality of your raters. Choose people who interact with you regularly and can provide meaningful insights. This should include a mix of superiors, peers, and subordinates. You may also consider previous employers and colleagues who may not have seen you in your best moments.
Remember, the goal isn't to get glowing reviews. It's to get honest, constructive feedback. So, choose raters who are willing to be candid and who you trust to provide fair and balanced feedback.
3. Embrace the Unexpected
Instead of sticking to a rigid set of questions, consider opening the floor for more organic, unstructured feedback. This could mean allowing raters to share their thoughts freely, without the constraints of specific questions. This approach can yield unexpected insights and reveal blind spots that might not have been uncovered through a more structured process. Ideally, a balance of index questions with some open comments will give you great insight to draw from.
4. Provide Clear Instructions
Make sure your raters know what's expected of them. Provide clear instructions on how to complete the survey and how to provide effective feedback. Encourage them to be honest, specific, and constructive. And reassure them that their feedback will be kept confidential.
5. Go Public
Here's where we really shake things up. While debriefing with a coach will certainly bring depth, it can be transformational to share your feedback with your team. This act of vulnerability can build trust, foster open communication, demonstrate a growth mindset, and create a culture of mutual accountability. It's not about airing your dirty laundry. It's about showing your team that you're committed to growth and that you value their feedback.
6. Take Action
Finally, the most important step in the 360 process is taking action. Feedback without action is like a car without fuel. It's not going anywhere.
Based on your 360 feedback, identify one or two key areas for development. Then, create a detailed action plan. What specific steps will you take to improve in these areas? How will you measure your progress? Who will hold you accountable?
Remember, change doesn't happen overnight. It requires commitment, effort, and patience. But with the right understanding, approach, and action plan, your 360 can be a transformational experience that accelerates you to new heights of leadership excellence.
So, a 360-degree feedback process can be a powerful tool for personal and professional growth. But like any tool, its effectiveness depends on how it's used. By setting the stage, choosing the right raters, embracing the unexpected, providing clear instructions, going public, and taking action, you can ensure your 360 becomes a transformational experience.
