Maximize Results From the 360-Degree Feedback Process
When an organization undertakes a leadership 360-degree feedback initiative, what is the best way to ensure buy-in and results?
For any assessment to be of value, setting the stage for optimal participation and trust is a top priority. This is never more important than when designing and delivering a leadership 360-degree process. Organizations may fail to get participant buy-in as a result of poor organizational history with its use or distrust from an individual leader who has had an uncomfortable experience in the past.
5 steps organizations can take to instill trust in the leadership 360-degree feedback process
- Start with the end in sight: Increasing leadership effectiveness is the wanted outcome of using a 360-degree assessment such as The Leadership Practices Inventory® (LPI®). Many organizations have encouraged leaders to have a meeting with their managers before launching the process of a 360-degree assessment to discuss wanted outcomes, selection of observers, and setting a time to follow-up on a leadership development plan. This meeting not only encourages support and collaboration but engages the workgroup in creating buy-in and building trust.
- Commit to honest communication about the intent and value of the process: A leadership 360-degree assessment is a tool used by an individual leader to enhance leadership effectiveness—not for performance reviews or any disciplinary process. Organizations that commit to building a learning and feedback-friendly culture will be more successful at creating opportunities for a leader's development.
- Make confidentiality a priority: Clear communication and practices that protect the anonymity of the observers ensure that feedback will be honest and useful. Over-inflation of ratings and other non-productive feedback is minimized when both the leader and observers see evidence that the information is confidential and the purpose is for the leader’s development. Best practices suggest that the leader be encouraged to take personal ownership of the feedback and make thoughtful decisions about sharing their leadership development focus with their team.
- Provide support and resources for leaders in this process: Effectively receiving feedback is a process, not an event. Much is to be gained for both the organization and the individual leader with ongoing support in the form of development planning, coaching, workshops, and managerial support for any wanted resources or new experiences.
- Choose an evidence-based tool: There are many 360-degree assessments in the marketplace. Choosing a research-validated assessment, such as The Leadership Practices Inventory® (LPI®) to measure leadership behaviors and effectiveness, not only ensures that the assessment is indeed measuring what it says it does—it also serves as a benchmark and guide for developing lasting leadership behaviors.
Up to 90% of Fortune 500 companies use some type of multi-rater or 360-degree assessment. When it comes to leadership and employee engagement, we find that a research and evidence-based assessment is the best way to provide measurable results. If you're looking for a reliable 360-degree tool that helps your leaders improve their leadership effectiveness, the LPI® may be a great resource for you and your team. The Leadership Practices Inventory® (LPI®) 360 is based on over 30 years of research, and is available in multiple languages, with global data from over 5 million participants. Download the overview here for more information about the best-selling and most trusted 360-assessment of its generation.
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