360 degree feedback

• 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?

The value of 360 degreee 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 cannot learn - you might as well stick your head in the sand.
• A well designed 360 degree feedback process will help you to get 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 itself an important management skill - one that depends on your 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.