The purpose of 360° Leadership Feedback is to assist you in developing your capabilities fully. In order to provide you with the broadest possible perspective, feedback is typically requested directly from you and other people within the organization.
The number of people enlisted in the leadership evaluation process generally depends on the size of the organization or the role of the leader being evaluated. As a rule of thumb, you should cover all 360° around the leader’s position – including direct reports, indirect reports, peers and coworkers.
Feedback is a form of respect and it can provide leaders with the invaluable resource of unfiltered evaluation. The process itself should be presented in such a way that communicates its importance for individual growth (professionally or personally). Human Resource Managers must exercise good judgement in facilitating the 360° Leadership Surveys from start to finish.
Whether you conduct this practice manually or electronically, the surveys should remain confidential. Upon completion and collecting of the surveys, HR Managers are to review the results and prepare a summary report with opportunities for action. This data is what is reviewed in the post survey leadership coaching meeting. It is important to communicate this practice as a tool for development and not a form of corrective action, progressive discipline or merit-based performance review.
A general self-assessment includes consideration of questions such as:
- What do you appreciate about your own work style?
- What are the key challenges you believe you should focus on?
- What suggestions do you have about how you should do so?
- How can you support your team?
- What are your strengths?
- What is your greatest opportunity?
When evaluating a leader’s communication, typical areas reviewed can include:
- Listening Skills: Do the leader encourage others to share their ideas and concerns? Do they listen openly to all viewpoints without interrupting? Do they verify understanding of the information?
- Processing of Information: Does the leader get to the point? Do they evaluate the pros and cons, as well as the short and long-range consequences, of decisions? Do they develop logical, clear conclusions?
- Effective Communication: Does the leader express themselves clearly, both in writing and in speaking? Are they thorough yet concise, or consistently straightforward? Do they readily share appropriate information with others?
Important areas to cover in a 360° review about leadership include:
- Trust: Does the leader instill trust? Do they hold honesty & integrity to the highest standards?
- Direction: Does the leader provide clear direction? Do they continually focus on quality improvement to better their people and processes? Are they maintaining focus on the big picture?
- Responsibility: Does the leader effectively delegate responsibility? Do they strive to raise the sights of the team? Do they empower others to work and solve problems on their own?
When considering a leader’s adaptability, consider some of the following areas:
- Ability to Adjust: Does the leader demonstrate this ability in various circumstances? Can they adjust to people’s diverse work styles? Do they embrace and anticipate change?
- Creativity: Does the leader demonstrate the ability to think creatively? Are they thinking outside the box or are they open to suggestions? Is the leader utilizing creative problem solving?
Some topics to evaluate when rating a leader’s relationships can include:
- Ability to Build: Is the leader effective in their ability to work towards building personal relationships with their team? Do they show empathy and focus on building community?
- Facilitator of Team Driven Success: Does the leader resolve conflicts with humility and the intent to understand? Do they lead their team in formulating goals that complement the organization’s mission? Does the leader seek opportunities within conflict?
To assess a leader’s production, you may consider these two important areas:
- Action: Does the leader take action? Do they demonstrate the ability to know when the time is right to initiate actions? Do they handle problems with assertiveness or make timely, firm decisions?
- Results: Is the leader effective in achieving desired results? Have they overcome obstacles to achieve results that positively affect the organization? Have they set high standards for others by their own actions?
When surveying a leader’s ability in the development of others, you may consider:
- Talent: Is the leader cultivating individual talents across their team? Are they a helpful, effective coach? Do they provide access to training for skill development and professional growth?
- Motivation: Is the leader successful in motivating their team? Do they give recognition to people that produce excellent work and give extra effort? Do they share a contagious enthusiasm that promotes a positive attitude in others?
Areas to look at when evaluating a leader’s personal development may include:
- Commitment: Does the leader display commitment throughout their work? Do they maintain a high level of energy, persevere and remain positive?
- Improvement: Does the leader actively seek out ways to improve? Have they shown an ability to learn positive lessons from mistakes or constructive criticism? Do they identify and pursue resources needed to improve performance?
When concluding a 360° Leadership Survey, you may want to open a place for additional comments. Whether the person filling it out is a leader conducting their own self-assessment or they are a member included in rating a particular leader, they may have valuable feedback to add to the evaluation that you have not covered in other areas. If your survey consists mostly of rating scale questions, this opens up feedback in an unfiltered dialog to areas for improvement, voice a concern, offer praise or appropriately recognize the leader being evaluated. At the end of the survey, provide clear instructions of where to submit the completed survey and thank the participant for their time.
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