A Publication of Lighthouse Consulting Services
3130 Wilshire Blvd., Suite 550, Santa Monica, CA 90403 (310) 453-6556

The outcome of a good 360° process is:

  1. Greater self awareness

  2. Improved effectiveness through honest and constructive feedback

  3. Open communication and trust

  4. Better and faster management development

But, be aware that this process has potential challenges:

  1. It must be followed up with a development plan for the person getting the feedback. This is not an event. It is a process that needs support in training and follow up.

  2. The person and the team that is evaluated must be willing to learn from the process and be willing to change. If they are not, there could be denial and resistance.

  3. There can be some hurt feelings and surprises. These can be reduced through using professionals to administer a competent assessment, evaluate the results and conduct the feedback sessions.

What is the “360° Feedback” process and how is it done?

The term, “360°”, implies “from all directions of the compass.” And, in fact, the process is designed to bring a person confidential, honest feedback from an immediate supervisor, peers and subordinates. From these sources, a person should get a balanced and accurate view of how they function today and how to improve their effectiveness. 

The data is organized for the person so that he/she can see his areas of strengths and areas for improvement. Follow up sessions with a fair, direct report help the person stay on track for improvement, get the tools they need to improve and monitor their progress.

A powerful addition to the process is an in-depth personality profile assessment that is well validated and provides enough depth to help the person discover areas to work on and to build upon. Where the 360° instrument develops feedback on what behaviors are observed by those around a person, the

 		 

personality profile helps define why the person acts the way they do. When the “what” and the “why” are combined, the person has a complete view of themselves and a roadmap for growth.

Who is in the process?

The process should begin with the CEO. He/she should model the openness to input, to acknowledging what he heard and to telling those around him what he plans to do about the insights he gained. He should receive input from his direct reports, his Board, the company owners and possibly from his key customers or other business people who know him well.

The next phase involves the CEO’s direct reports. They would go through the same process with feedback from the CEO, their peers and their direct reports.

The process should be run by a trusted third party who has the 360° tools that are needed. They can evaluate the results and through their experience give well informed suggestions for positive change and provide follow up for continued growth.

What is evaluated?

There are many areas that can be covered. Some of the core areas for management feedback are:

  1. Style and its impact on others

  2. Communications in all directions

  3. Planning

  4. Decision making

  5. Control

  6. Team development

  7. Leadership

  8. Outcomes delivered

Lighthouse Consulting Services 
3130 Wilshire Blvd., Suite 550, Santa Monica, CA 90403 (310) 453-6556