Many organizations support their leaders with PD talks and other types of feedback. Still, the higher leaders climb the career ladder, the less feedback they get. Winners often find it valuable to supply managers with a 360-degree feedback. A systematized feedback from subordinates, peers, boss and customers creates a full-fledged picture of how the person is perceived both considering individual growth and the organization’s monitoring of target alignment.
A 360 degrees feedback is usually experienced as a valuable and appreciated tool to support the managers' personal development. It provides a spectrum of perceptions - all of them giving an idea of how people around the leader in fact look upon her or him -independently of the best intentions.Benefits of a 360 degree feedback
- Target strengths and Development Opportunities
- Build Intelligent Action Plans
- Assist Career Development
- Aggregate Training and Development Needs
- Sustain Organization Culture Change
- Align Behaviour with Strategies
There are many standardized 360-degree feedback systems, but it should be taken into consideration whether or not a model adapted to the company’s Leadership Model does in fact add value to the organization. Albert Consulting has served ERICSSON MANAGEMENT INSTITUTE and Stockholm Police Authorities among others in creating a customized 360-degree feedback system adapted to the organization’s unique Leadership Model. How do the leaders in your company get systematic feedback and how does your organization monitor changes in leadership behaviors?