The secret to running a transformational 360 project

360 feedback is now an established intervention and refers to the gathering of a broad range of perspectives on an individual’s behaviour and performance at work. Those people all “around” the individual are those most usually included – typically the individual themselves, their manager (or managers), 3-5 of their direct reports and 3-5 of their peers or colleagues.  External stakeholders, customers (internal/external) and even family members can also be included. This breadth of perspective forms a technicolour picture of how the individual is showing up at work. It shows the different shadows they cast and…

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360 feedback is now an established intervention and refers to the gathering of a broad range of perspectives on an individual’s behaviour and performance at work. Those people all “around” the individual are those most usually included – typically the individual themselves, their manager (or managers), 3-5 of their direct reports and 3-5 of their peers or colleagues.  External stakeholders, customers (internal/external) and even family members can also be included.

This breadth of perspective forms a technicolour picture of how the individual is showing up at work. It shows the different shadows they cast and the different relationships they have.  It illuminates the current opinions and judgements people have in detail and allows you to see the broader patterns across these opinions.

By exposing specific sentiments at the same time as showing trends, 360 data provides an opportunity for transformation, for a fresh way of seeing yourself that can empower you towards a bigger and more mature way of working. 360, when done well, can be a game-changer.