360° feedback can be one of the most powerful tools for leadership development — when the process is designed and communicated correctly.
In an article published by HR Manager, Marius Barbu explores 360° feedback from three different perspectives: first as a respondent providing feedback to a manager, later as a manager receiving feedback, and finally as a senior consultant designing and managing hundreds of 360° assessments.
The experience highlights several factors that determine the effectiveness of a 360° process: a clear assessment framework, carefully selected respondents, confidentiality, constructive feedback and transparent communication about the purpose of the evaluation.
Most importantly, a 360° assessment should not be treated as an end in itself. It is a diagnosis — the starting point for development. When followed by meaningful feedback and development actions, it can support leadership development, career planning, organizational culture change, potential assessment and greater team effectiveness.
Ultimately, 360° feedback provides something that is difficult to obtain through self-assessment alone: an opportunity to understand how our behaviors are perceived by the people around us — and to turn those perceptions into meaningful development.
Originally published by HR Manager on September 27, 2022.