360-degree assessments have been relied upon for years to provide holistic feedback to an individual on his or her performance, from multiple viewpoints. Many organizations typically turn to off-the-shelf 360-degree feedback tools that are administered online as their assessment approach. However, today’s competitive and knowledge-driven business environment requires an innovative, more meaningful and powerful approach to developing high-performing leadership – one that incorporates self-assessment alongside 360 feedback.
A fundamental component of developing leadership competencies and performance is self-reflection and analysis of our own behaviors as leaders. This self-discovery is essential to developing the capacity to lead. Using competency-based leadership self-assessment assists leaders in identifying specific areas of strength and opportunities for development. This important step in today’s modern approach to 360-degree assessment provides a ‘reality check’ and baseline of individual performance. When used regularly, competency assessments help leaders measure their progress and skill growth over time.
Combining Personal Assessment Insight with 360 Feedback
Equally as valuable to a leaders growth and development is insight and feedback from those who work closely with them, and have experience with their role as a leader. Traditional 360-degree assessments that gather feedback via a sterile, online method, can breed mistrust and impede honest and constructive feedback. Today, a more effective approach is to conduct in-person interviews that are anonymous, where all feedback is rewritten and only when a behavior is observed by at least four people involved in the feedback process will it be communicated to the participant.
The ability to compare personal assessment observations with the constructive feedback of peers, subordinates, executives and customers provides very clear and effective direction for ongoing development and leadership performance opportunities. When used in combination, competency assessment provides an internal evaluation of a leaders’ skills and potential, while the 360-degree feedback clarifies how these competencies are demonstrated on the job in the eyes of others.
New Approach to utilizing 360-degree Feedback Leads to Better Outcomes
Using both 360 feedback and competency assessment for leadership development not only provides context for competency development areas, a leader receives tangible examples of what he/she needs to continue or do less of in their work environment to be more successful. By emphasizing the self-discovery of strengths combined with 360-degree feedback, in a confidential, personalized and constructive process, the outcomes for organizations are more engaged, satisfied, and higher performing leadership talent.
To learn more about XBInsight’s unique approach to leadership development, contact XBInsight at www.xbinsight.com or 401.682.2859.