Q4 kicks off this month, and many organizations will begin year-end planning by implementing end-of-year reviews and 360-degree survey assessments to its senior management teams. The 360-degree assessment is designed to provide high quality, actionable, and confidential feedback for individuals, in support of their leadership development.
Leadership Development with Purpose
There is no doubt that today’s top leaders are connected to their people, effective, and positive. They embody behaviors that guide, influence, and empower employees to support the company mission and actively shape the culture internally. A recent study conducted by Harvard Business Review, shows us
that one thing leaders need to demonstrate to ensure commitment and engagement within their organization is respectfulness. Leaders who welcome the opportunity to hear new ideas and opinions from their teams, including candid and constructive criticism on their leadership skills, will earn it back twofold.
We couldn’t agree more.
| Leaders who are self-aware have a distinct, consistent way of interacting with others. Their interpersonal behavior is steady and reliable and their communication direct and concise. They quickly build trust, and earn respect. |
Leadership Landing’s proprietary research from over 1,000 high-performing leaders who have taken our customized 360 Assessment points to the importance of cultivating self-awareness to become a more effective leader. Leaders who are self-aware have a distinct, consistent way of interacting with others. Their interpersonal behavior is steady and reliable and their communication direct and concise. They quickly build trust, and earn respect.
Before diving into the 360-degree process, leaders should take a moment to consider the purpose of their participation. First, ask yourself why you’re interested in the assessment. If you’re able to articulate an answer, then set a personal intention and goal for self-improvement from the insights collected. And if you can’t, you may want to consider holding off on a 360 until you do. Leaders who complete 360s often walk away with a deeper sense of self-awareness and insight into how to be a stronger influence on their organizations.
Choosing 360 Evaluators
When considering whom to choose from your colleagues and peers for your list of 360 evaluators, we encourage you to consider the following attributes and values:
- A peer or colleague who has a sense of what it’s like to work with you, someone who you may have worked with, on one or several projects, together. The number of projects is inconsequential, what’s most important is the depth and breadth of your working relationship while collaborating on those projects.
- A peer or colleague who offers feedback and response you deem valuable and one who will provide a balanced and informed perspective.
- When selecting evaluators, the quality of the person and their potential response is far more advantageous than the number of people you choose. And while there is no golden number, we recommend capping it at 25 individuals.
Know that a balanced evaluator list will often include people that may have considerable constructive criticism, as well as those that have very or only positive things to say.
Leadership Landing partners with senior leaders throughout the 360-degree assessment process. Our goal is to help leaders become more self-aware so that they can reach their highest potential. We’ve coached hundreds of leaders and have administered over 1,000 360s to date. Our diverse team of coaches brings together a wealth of knowledge and expertise in business consulting, executive coaching, and workshop facilitation to deliver leadership development to our clients. Contact us to find out more.
Explore additional information from the links below:
- Time to take control of the 360-degree assessment process
- Top Leadership behaviors that will positively influence your employees
- The Leadership behavior that’s most important to employees
- Leadership Landing customized 360 assessment
