360 Assessments: Clarity or Illusion?
Kasia Grabda
InnerDrive Coach | Psychological Safety | Motivation | Cognitive Diversity | Leadership Development | Team Development | Cultural Intelligence |
360 assessments often work like Instagram filters—they can distort the perception of leaders and organisations so convincingly that they mask what truly needs attention.
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The Illusion of Objectivity
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360 assessments can offer a relatively clear picture of how a leader is perceived. In some ways, this is accurate because perception is reality. However, that same perception can be misleading if it fails to account for the deeper dynamics at play.
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1. Cultural Intelligence: A Missing Link
It lacks cultural intelligence. An example: I might give feedback about how aggressive the leader is...but what if I am just extremely introverted or I have a corporate PTSD from my previous job and everything triggers me? In this case the leader might be absolutely and efficiently assertive or confident, there is no need to change, I would need more support.? ?
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2. Team Dynamics: The Unseen Force
It does not measure the impact on the team dynamics and the impact of the team members on each other. An example: I might give a positive feedback about the leader, so it seems I am ok, engaged, leadership is fantastic, but in reality, my colleagues, Jerry and Tiffany, drive me crazy and I am stressed out of my mind.?
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3. Beyond Leadership: The Culture Gap
Leadership is only one piece of the puzzle; the other two main barriers to potential are clashes in values and personalities. A 360 does not capture the true quality of the culture, which is better reflected in tools that measure psychological safety and motivational drivers—the invisible forces that shape engagement and performance.
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360 Assessments: Insightful or Misleading?
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领英推荐
On their own, 360 assessments can reveal leadership challenges, but they often miss the root causes of team disengagement and burnout. Without deeper context, they risk creating a false sense of security or a misplaced urgency for change.
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The Growth Zone Assessment: Measuring What Matters
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ICQ Global’s Growth Zone Assessment goes beyond the surface, measuring and visualising psychological safety and motivational drivers. It creates a common language and a shared frame of reference, allowing for conversations that are both meaningful and data-driven. This approach includes leaders and team members alike, making the results not just informative, but genuinely transformative.
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Transparent and Measurable Outcomes
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Why settle for a partial picture when you can measure what truly matters? Transparent and measurable results are the only way forward. Nothing replaces the power of data-driven, science-rooted conversations that help teams see, hear, and understand each other in ways that go far beyond traditional assessments.
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If you are up for an evidence and research-based, interactive session about:
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Then you will hopefully find every minute of that hour equally valuable and enjoyable (perhaps not at the same time...)
Communication Skills - With me, you'll communicate more effectively and confidently in English.
2 个月I’ve heard about those, those 360 assessments. The first problem is that they are anonymous. That’s a serious problem. If people cannot talk openly about what they really believe, about what they really think, and even about what the facts are, then that’s a serious problem. Everyone should be able to speak openly without being offensive, and being constructive, and with good intentions. Why do not more people do that? What’s the problem?