Who do you see when you look in the mirror? Not yourself, but your preferred image of yourself. Is that really how others see you? How can you improve if you think you are OK already? Research has shown that most managers tend to overrate themselves. We seem to have a tendency to think that we are better than we are and more competent than others. Of course, some lack confidence and underrate themselves, but it is easy to have an inaccurate self-perception, either way.
The value of 360 degree feedback
- Only feedback from others can reveal the true impact you make on people.
- The thought of feedback can be scary, but is it better to remain in the dark?
- Most managers are surprised by the amount of positive feedback they get.
- This shows how many managers have low self esteem.
- Your negative feedback can often be distilled down to a few manageable themes.
- Negative feedback will show you what to focus on to develop yourself.
- Avoid feedback and you can't learn - might as well stick your head in the sand.
- Well designed 360 degree feedback will yield realistic feedback.
- Feedback questionnaires must be filled in anonymously by various colleagues, subordinates & other stakeholders.
- A good questionnaire should include questions that are relevant to your culture and goals rather than off-the-shelf.
- Allowing space for comments is more important than numerical ratings.
- Feedback is essential to improve confidence and self esteem.
- Your management effectiveness will be enhanced by knowing what you are doing well, not so well and how you might improve.
- Being able to handle negative feedback is a critical management skill - one that depends on emotional intelligence, listening skills and willingness to learn.
- 360 feedback is too often conducted as a one-off exercise. It is often done to managers when they should manage it themselves, just like a business seeking regular feedback from customers.