All that is valuable in human society depends upon the opportunity for development accorded the individual.
Do you have colleagues or direct reports that could be even stronger performers? Have you given them feedback, but perhaps they don’t accept it as they’re only hearing it from you?
Conducting a formal 360 Feedback process may be the solution. You and the feedback recipient can jointly select who should provide the feedback. It should minimally include:
- Their immediate leader
- All Direct Reports (if applicable)
You can also include customers/clients and vendors and strategic partners (and any others with a working relationship).
We primarily use Wiley’s 360 feedback tool which focuses on 8 Competencies:
Finding Opportunities, Stretching The Boundaries, Promoting Bold Action
Showing Enthusiasm, Building Professional Networks, Rallying People To Achieve Goals
Being Approachable, Acknowledging Contributions, Creating A Positive Environment
Staying Open To Input, Showing Diplomacy, Facilitating Dialogue
Maintaining Composure, Showing Modesty, Being Fair Minded
Communicating With Clarity, Promoting Disciplined Analysis, Providing A Sense Of Stability
Setting High Expectations, Speaking Up About Problems, Improving Methods
Showing Confidence, Taking Charge, Focusing On Results
The recipient also rates themselves in these same areas, and part of the tool results includes showing how similar (or different) the self ratings are from those from others.
The results are debriefed by a coach in a non threatening way, with areas of strength as well as development opportunities discussed.
As a leader, this is a great way to help others grow – who do you think could benefit from hearing what others have to say?
I think it’s very important to have a feedback loop, where you’re constantly thinking about what you’ve done and how you could be doing it better.