Understanding the 360-Degree Review

 

Understanding the 360-Degree Review

A 360-Degree Review is a comprehensive feedback process that evaluates a leader’s performance by collecting insights from a range of people who work with or know the individual well. This process involves supervisors, peers, direct reports, and even friends or family, providing a well-rounded perspective on leadership, character, and job competencies.

This approach addresses a common frustration with traditional performance reviews, which often rely on limited perspectives and may overlook key aspects of an individual’s performance.

Why Is a 360-Degree Review Important?

  1. Broad Perspective: The review collects feedback from multiple angles, giving a complete picture of a leader’s strengths and areas for improvement.
  2. Actionable Insights: The process provides clear, specific feedback and recommendations for personal and professional development.
  3. Empowered Growth: Leaders actively participate in selecting respondents and crafting their development plan, ensuring they feel invested in the outcome.

Joseph Folkman and Jack Zenger highlight this importance, noting in Business Mirror, “360-degree feedback is most successful when it has a clear plan to improve character and competencies and includes follow-up to ensure accountability.”

How the 360-Degree Review Works

The process is client-driven, focusing on the leader’s goals for improvement. Partnering with a leadership coach ensures the feedback translates into meaningful growth.

The Process for a 360-Degree Review

  1. Kickoff Meeting:
    • A session with the client, their supervisor, and HR to establish the review’s goals, boundaries, and expectations.
    • The leader signs a contract and confirms the process.
  2. Relationship Building:
    • The coach meets with the leader to understand their goals and build trust.
  3. Selecting Respondents:
    • The leader identifies 8–10 individuals to participate in the review, including colleagues, supervisors, direct reports, and family.
  4. Conducting Interviews:
    • The coach interviews respondents, asking open-ended questions to gather detailed, candid feedback.
    • Unlike survey-based feedback, this approach allows for clarification and follow-up, resulting in richer insights.
  5. Compiling Results:
    • The coach synthesizes feedback into a comprehensive document that identifies recurring themes and patterns.
  6. The Review Session:
    • The leader and coach review the findings together, focusing on identifying areas for growth and acknowledging strengths.
  7. Creating a Personal Development Plan:
    • A few days after the review, the leader works with the coach to create a clear plan with actionable steps for improvement.
  8. Accountability Follow-Up:
    • Periodic check-ins ensure the leader remains on track and continues growing.

Benefits of the 360-Degree Review

  1. Enhanced Self-Awareness: Leaders see themselves through the eyes of others.
  2. Improved Relationships: Honest feedback fosters trust and communication.
  3. Targeted Development: Feedback aligns growth efforts with specific goals and organizational values.

Examples of Outcomes from a 360-Degree Review

  • Personal Life: A leader learns they come across as dismissive in personal interactions. They commit to practicing active listening and demonstrating empathy in relationships.
  • Professional Life: Feedback reveals a need for stronger delegation skills. The leader works on trusting their team with responsibilities to improve overall productivity.
  • Relational Leadership: A leader discovers their team perceives them as unapproachable. They implement open-door policies and regular check-ins to build rapport.

The Role of a Leadership Coach

Terry Porter is an Executive Life Coach. Working with clients to clarify and pursue their life dreams.

A leadership coach plays a critical role in ensuring the 360-Degree Review is constructive, not overwhelming. They guide the process, provide context, and help the leader translate feedback into actionable steps.

As Folkman and Zenger state, “360-degree feedback only works when combined with a structured development plan and regular follow-ups.”

Take the Next Step

Are you ready to unlock your potential through a 360-Degree Review? With my guidance as a certified leadership coach, you’ll gain clarity, create an actionable development plan, and achieve meaningful growth.

📩 Contact me today to begin your 360-degree feedback journey.

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Terry Porter