Mastering 360 Degree Feedback: Strategies for Effective Leadership Development

360 Degree Feedback can be one of the most powerful tools for your leadership development — if you use it correctly. However, when mishandled, it can be a huge waste of time and money.

So, how do you prevent the most common pitfalls and maximise the benefits of 360 Degree Feedback?

In this article, we explore the critical steps to harnessing this tool effectively, based on insights from our podcast episode "360-Degree Feedback: A Welcome Punch in the Gut for Leaders." You can listen to the full episode here.

Why is 360 Degree Feedback important?

In leadership, intentions and outcomes don't always align. Eric Schmidt, the former CEO of Google, once remarked, "One thing that people are never good at is seeing themselves as other people see them." This gap in self-perception versus others' perception can lead to misaligned behaviours and unintended impacts. For example, a leader who prides themselves on being results-driven might be perceived by their team as micromanaging. Or, a leader who is complaining about a particular issue may not realise how their own behaviour is the root cause of the very problem.

"One thing that people are never good at is seeing themselves as other people see them." —Eric Schmidt

360 Degree Feedback serves as a reality check. It offers you a comprehensive view of how your actions and behaviours are perceived by your stakeholders. Successful leaders understand how others see them and are adept at managing perceptions and understanding their impact on others.

However, higher-ranking leaders often receive less candid feedback as they climb the corporate ladder. This can create a bubble, where they are insulated from honest appraisals. 360 Degree Feedback can help you step out of your bubble. Sometimes, it's an urgently needed wake-up call. Even when receiving feedback is not always pleasant, it always provides you with an opportunity to improve.?

What is 360 Degree Feedback?

360 Degree Feedback is a multi-rater leadership development tool; it should not be used to assess performance.

Unlike self-assessment instruments like Hogan or MBTI?, 360 Degree Feedback gathers input from various sources. This "full circle" of feedback typically includes a leader's boss(es), peers, direct reports, and other stakeholders, along with a self-assessment from the leader themselves.

As a result, you receive a well-rounded picture of how other people see you in comparison to how you see yourself.

Common Pitfalls in 360 Degree Feedback

In my work as an executive coach, I often hear from clients who were disappointed with an earlier experience with 360 degree feedback. A typical scenario is a client who participated in a 360 degree feedback process a few years ago, had a debrief with a coach, and then... nothing happened.?

Experiences like these are usually the result of poor planning, execution, and follow-up. Unfortunately, as such encounters are quite common, they can lead to the perception that 360 degree feedbacks are costly but not very effective.

To fully utilise the potential of 360 degree feedback, it's crucial to approach the process with thoughtful preparation and a strong commitment to taking action based on the insights gained.

How to Maximise the Impact of Your 360 Degree Feedback

Effective Preparation for 360 Degree Feedback

Preparation is key to successful 360 Degree Feedback, yet often neglected. It starts with defining the context and purpose: for instance, are you seeking feedback to enhance performance in your current role? Or are you preparing for your next career step, and you want to identify what gaps you may need to close to hit the ground running? The nature of the information you seek will shape how you approach the process.

Selecting the right raters is equally crucial. Aim for a representative sample that includes a mix of perspectives, not just friends or known critics. Inform your raters personally before automated invitations are sent out. Explain why you are doing this, emphasise the importance of honest and candid feedback, and reassure them about the anonymity and confidentiality of their responses.

The Power of Open-Ended Comments

While numerical ratings give a quick overview of perceived competencies, open-ended comments provide the depth and context necessary to truly understand and act on feedback. For instance, a rating of 3 out of 5 for communication effectiveness doesn't offer much direction without additional context. Encourage your raters to use the comment sections to provide specific, actionable insights. Make sure to acknowledge their efforts and express sincere gratitude for their detailed input, as this will enhance the quality and usefulness of the feedback you receive.

Receiving Feedback with the Right Mindset

Receiving feedback can be challenging. To make the most of it, approach the results with an open mind. It's quite natural for people to become defensive or to rationalise feedback away. Instead, see feedback as an opportunity for improvement. Working with a professional coach can help put the feedback into perspective and guide you through the debriefing process, especially if the feedback report is extensive or complex.

Putting Things into Perspective

360 Degree Feedback is not an objective assessment tool. We can't measure personality objectively or accurately. A 360 provides a snapshot of how people see you at a particular point in time. A person may rate you differently depending on whether their latest encounter with you was pleasant (you gave them a salary increase) or unpleasant (you had a serious argument in a meeting).

Also, even when you have ensured the participants that their results will be confidential, you never know if they were completely honest in their answers.

Lastly, as you can't possible invite all the people you interact with, you also need to take into account how representative your sample really is.

Identifying Hidden Strengths and Blind Spots

A typical 360 Degree Feedback report ranks competencies and skills based on average ratings. Don't make the mistake to focus solely on your lowest ratings or perceived weaknesses. Equally important are your strengths and how you can leverage them.

Often, you may discover hidden strengths—skills that come naturally to you but are highly valued by others. Conversely, you may uncover blind spots—areas where you overestimate your abilities or fail to demonstrate them sufficiently.

Examine differences in ratings from various rater groups. Disparities between how your boss and your direct reports view you can either highlight different behaviours from your side or varying expectations from different stakeholder groups. Understanding these nuances can help you tailor your behaviour to meet the diverse needs of your stakeholders.

The Critical Follow-Through

Often, receiving your feedback report is just the beginning. Use it as a springboard for deeper conversations: reach out to selected raters for further clarification or additional "feed-forward"—practical advice on what you could do differently in the future.

When setting development goals, avoid the temptation to overcommit. Focus on one or two key areas for improvement. This targeted approach increases your chances of success and can have a positive ripple effect on other aspects of your leadership.

Consistency and follow-up are vital. Personal development plans often fail despite best intentions because leaders get caught up in day-to-day demands. To stay on track, share your goals with others, work with a buddy for mutual support, or engage an executive coach to help you maintain focus and accountability.

Remember, changing long-established behaviours takes time and effort. Progress is often incremental, so be patient with yourself. Intellectual understanding alone is not enough to be successful in you improvement efforts. Here, professional coaching can be instrumental in overcoming deeply rooted behavioural limitations and moving beyond unproductive patterns and habits.

Conclusion

360 Degree Feedback is a powerful tool for leaders willing to embrace it with an open mind and a commitment to growth. It provides a rare mirror, reflecting how others perceive your leadership and offering insights into areas for development. By effectively preparing, receiving, and acting on feedback, you can transform even the harshest criticisms into opportunities for significant leadership growth.

For more insights, listen to our complete podcast episode “360-Degree Feedback: A Welcome Punch in the Gut for Leaders” on Apple Podcasts, Spotify, or our website.

Second Crack — The Leadership Podcast is hosted by Martin Alderg?rd and Dr. Gerrit Pelzer. We explore everyday leadership dilemmas and paradoxes, and we ask thought-provoking questions to help leaders grow. Feel free to contact us for a complimentary consultation to explore how we can help you accelerate your leadership development.

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