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360 Feedback is Important, Right Executives?

Most executives get to where they are because they understand the work, they are business-minded, and they know how to play the game. The game is that of figuring out how to be most effective and enabling others to see these skills and capabilities in action. If you understand how others perceive you and how you are most (and least) effective, and you are driven towards success, you can get data to continuously improve your personal and professional perception. Adaptability is one capability that many executives understand and utilize to climb organizational and career ladders. Have you noticed that business management is trending toward more critical assessment, evaluation, DE&I, and managing change? Perhaps it's just a coincidence. The excuse: I don't have a budget for costly 360 feedback. 360 feedback from colleagues, managers, and subordinates doesn't have to be formal, nor costly. Do you have 10 minutes to talk about your favorite Netflix show? Then you have 10 minutes to ask co-workers what you can do better, differently, and what you should keep doing (what's working). Ask your boss if you can have two hours each quarter to gather 360 feedback to make yourself a better employee. They will have a hard time saying "no." It's not complicated. Ask these questions: "What should I continue, start, and stop doing?" Ask them to help support you in carrying out your development plan (more on Development Planning in another article).

You need a small budget for a true 360-feedback evaluation where an executive coach reviews and can debrief the feedback, then distills the themes into a high level Development Plan that is actionable and reasonable.

Take 360 feedback seriously and talk to people who are not like you, as well as those who are similar and who might sing your praises. Get on the ball and get more information to work with. Go ahead and give it a try!

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