This is a system in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers and direct reports.
The survey respondents fill out an anonymous online feedback survey that asks questions covering a broad range of leadership and workplace competencies. The feedback surveys include questions that are measured on a rating scale and also ask raters to provide written comments.The person receiving feedback also fills out a self-rating survey that includes the same survey questions the others received.
Effective, courageous and inspirational leadership is critical to any organization’s success. However, developing strong leaders is not easy and often requires significant time and resources.
For an individual or management team to become genuine leaders, they must develop leadership capabilities, improve their people management skills and hone their task management and execution abilities. To achieve this, they must open themselves to self-review and, importantly, review by their managers, peers, direct reports and other key stakeholders. It is this process of multi-rater review that makes 360 degree leadership development surveys the most powerful self-development tool for aspiring, new and proven leaders.
The core reason 360 degree surveys are so effective, is their ability to measure the perceptions of the individual and compare these perceptions with those who are best positioned to observe their behaviours and performance. By holding up a mirror to your leadership team, you provide them with the means and the pathway to improve leadership capability.
Managers and leaders within organizations use 360 Degree Leadership Development surveys to get a better understanding of their strengths and development areas. The 360 feedback system automatically tabulates the results and presents them in a format that helps the manager/team leader create a Leadership Development Action Plan. Individual responses are always combined with responses from other people in the same rater category (e.g. peer, direct report) in order to preserve anonymity and to give the employee a clear picture of his/her greatest overall strengths and development areas.