Mirror Mirror, Give Me 360-Degree Feedback

First of all, what is 360-degree feedback? 360-degree feedback is a unique development tool that enables an individual to receive effective feedback from coworkers, colleagues, managers and anyone else who works closely with them.

Imagine you are looking in a mirror. What does the mirror help you to do?

• The mirror helps you to see things that you cannot see for yourself.
• You want to know what other people see when they meet you.
• You want to know if something is wrong - so that you can fix it.
• You want to be the best version of yourself that you can be.

360-degree feedback is your mirror in the workplace. It allows you to see characteristics, qualities and behaviors that you would find difficult to perceive on your own. You understand what other people think about you. If something is going wrong or is below your performance standards so far, you can easily identify it and fix it. In short, you can be your best self by taking into account the feedback of the people you work with and setting goals for yourself to improve.

360-degree feedback, when targeted to improve performance or leadership, provides insight that supports development and growth for the individual. The 360-degree feedback questionnaire is designed to highlight strengths as well as opportunities for development. Using established strengths to drive change is much more effective than focusing only on weakness. As we strive to create a high-performing and highly productive organization in the workplace, the phrase "unleashing strengths" is very apt for the workplace.

As we become more attentive and comfortable with the mirrors held up to us by coworkers, managers, subordinates and others, we gain confidence in using feedback as a tool. As confidence grows, we begin to ask for feedback by asking people directly, rather than trying to obtain feedback through an external means. Feedback becomes a great way to show progress on selected goals. Just as no one would change lanes on the highway without first checking their mirrors, as leaders in our organizations, we must learn to check our own personal mirrors before we seek to create change. We must learn to value and trust the information we are given and use it to our advantage.

As we get to know ourselves better through feedback mechanisms, we begin to see the following benefits:

• We become more effective in our communication with others.
• We use conflict management strategies more effectively.
• We become more accountable.
• We lead change more effectively.
• We create stronger teams.

At first, feedback can be hard to hear. It's not always easy for those close to us to tell us that we are out of alignment, misunderstood or misbehaving. But who doesn't want to know that you have parsley between your front teeth after a meal? It's a difficult piece of information to tell someone and sometimes scary for the other person, but when it's given with the intention to support rather than harm or wear down, feedback is useful information and can prevent bigger problems in the future. Getting to the point of viewing 360-degree feedback as positive information may not be pleasant, but it can be a powerful tool for change.

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360-degree feedback does not address sensitive issues like spinach in the teeth. It addresses sensitive issues such as trust, openness, vision, energy, consideration of others, conflict management, problem solving competence, expertise and teamwork. Feedback draws attention to possible opportunities. When these opportunities are embraced and acted upon, more feedback is solicited and progress is made. You feel the satisfaction of growth and this works more like an accelerator to trigger growth. In the process, feedback becomes less emotional and sensitive and more objective and factual information. Does it hurt your feelings to look in the side mirror before changing lanes and see a car in the next lane? No! The car may surprise or startle you, but you are glad you checked the mirror before you acted. As we gain more experience with feedback, we learn to use it for our own performance management instead of personalizing it, just like we use our side mirrors.

So why a 360 degree feedback survey? It is a mirror that helps you see up, down and around you. It is a tool that can accelerate your development as a leader. It is a process that can mature your perspective on yourself and others. It is a way to step outside your box. It is a torch that burns low at first, but then lights your way.

360 degree feedback is basically a way of asking other people to tell you what you are doing well and what you could do better.

For more information on 360-degree feedback and how these surveys can help you and your organization, contact us

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