360 Feedback

One of the most powerful ways to measure and enhance your leadership is to raise your own awareness to how others are experiencing your leadership. This is true whether you are a CEO, a manager, or anyone interested in their professional development. Most people are very busy pushing their projects forward, managing their calendars, tracking their personal goals and going through the day-to-day tasks of work.  They rarely take the time to pull back and understand how they’re perceived by colleagues, coworkers, and other leaders. Most of all, they may not understand how their behaviors may be barriers to their own success. That’s why a 360 Feedback Survey is a valuable tool for leaders.

Real World Example

“I had no idea I was being perceived that way.” This was my client, a CEO of a $10M nonprofit foundation, after reviewing feedback from his 8 company directors. His feedback divulged a common theme of shutting down discussions and minimizing the opinions and expertise of his directors. In fact, they unanimously agreed that he didn’t listen and constantly interrupted anyone who was talking at the time.

My client is a fast mover, makes decisions quickly, and doesn’t need a lot of data or information in order to move forward. Yes, he makes a few mistakes this way, but he also closes some incredible deals. He perceived his team meetings as a place where decisions are made.  When he’d heard enough, he thought it more efficient to make the decision and move on to the next issue. He had no idea that his team felt shut down. He was especially surprised to learn that they frequently hold back their opinions in many cases, because they don’t think he’d listen anyway.

How does a leader obtain such important, valuable feedback from their team? We conduct an anonymous 360 Feedback Survey.

360 Feedback Survey Process

  1. We develop an online feedback survey specific to the role and industry of the client.
  2. The survey is sent to the team members selected by the client. All submissions are unanimous to the client. The client also submits a self-assessment.
  3. Coach conducts interviews with the respondents, asking for context and examples related to their feedback.
  4. The coach compiles the survey and interview information into a report, ensuring that all information remains anonymous.
  5. The report is shared with the client, and coaching goals are established based on the feedback.
  6. If pertinent, a three-way meeting is conducted with the client’s supervisor so that all agree on the coaching goals.
  7. Ongoing coaching sessions are scheduled with the client, which focus on changing the identified behaviors and enhancing their leadership skills and effectiveness.
  8. Midway through the coaching process, the coach meets with the client and supervisor again to ensure alignment and progress are visible to all. Coaching goals may be modified at this time if desired.

Many times, Core Impact Coaching is hired by a supervisor for one of their high potential staff members. Although this is an investment in the development of their strongest performers, sometimes there is anxiety associated with the process. The client receiving the feedback, needs to be open to the process in order to ensure the highest level of success.

Critical Steps For Success

  1. Ensure the client is open to feedback and discuss the objectives, process and outcomes thoroughly with them before the survey.
  2. Ensure the client gains perspective of the process and that we will be analyzing data. It’s not personal, it’s just data. This data is a gift. It is information that can only help increase one’s success.  Some may be out lying, but it’s still data and we can analyze it appropriately.
  3. Interviews with the respondents are critical. Data on paper certainly tells a story, but without context one really doesn’t see the whole picture. Also it’s important to establish the relative scale that a respondent utilizes. In other words, some people will never score someone a perfect 10 because they don’t believe in it.  Others will give out 10’s easily.

When should you conduct a 360?

In this article in Forbes, they list three common times to conduct a 360 Feedback Survey:

  • When you are stepping into a new leadership role.
  • If you have a significant challenge or struggle, e.g. leading your team through a transformation or restructure.
  • You are engaging with an executive coach to sharpen the saw.

I would also add

  • If you haven’t had any formal feedback in over 2 years.

What we do differently

At Core Impact Coaching we ensure the 360 Feedback experience is uniquely yours.  We customize the survey so it fits your role, and your industry. Live interviews are conducted in addition to the written survey to ensure we have the whole picture of your feedback. We personally analyze the biggest gaps between how you are perceived and how you perceive yourself. No two surveys, processes, or reports are the same. We deal uniquely with each individual, because we believe it’s worth it.

It takes a lot of courage to participate in a 360 Feedback experience. The client is open to vulnerability.  But as we’ve learned from Brene Brown—vulnerability is one of the most powerful traits a leader can possess.

Contact us if you’re interested in exploring a 360 Feedback.