Reflecting On Your 360 Degree Feedback

It can be really hard to receive feedback. Not only can the less-than-flattering feedback have a negative impact on your self-esteem, but the glowing-all-over feedback can have the opposite effect by encouraging your ego to run amok. No matter how you react to feedback, it’s important to spend some time studying it and reflecting on your results before deciding to take action.

After seeing the results of hundreds of 360′s, I’ve never seen a perfect score. That doesn’t mean it couldn’t happen (let me know if you are someone who reached perfection; I’d love to interview you for a future post J). However, as perfect examples of human beings, leaders have both strengths and weaknesses that show up on 360′s. It’s a good thing to spend the time to put them both into perspective.

As you spend some time with your report (which I hope was artfully debriefed by a human resource professional, a consultant, or your executive coach), here are some questions to ask yourself to dig a little deeper into your reaction to the results (I suggest you spend some quiet time with a trusted advisor discussing these questions or journaling your responses on your own):

  • What surprised me most about the feedback?
  • What was I already aware of?
  • What concerns me most?
  • What am I most pleased with?
  • What strengths showed up? What strengths do I want to explore further?
  • What developmental areas showed up? Which developmental areas do I want to focus on?
  • Who will support me in my development?

To keep you on track in your reflection, here are some things to be aware of:

The feedback you’ve received isn’t “the truth”: it is merely a collection of opinions from your stakeholders. Rather than truth, their perceptions (as seen through their life lens) have been captured.

You may accept or reject those perceptions: It is your decision and responsibility to decide whether you will accept and act on those perceptions. Choose carefully whether to act or not because there may be risk either way.

You can ask for more information: Because 360′s are “standardized”, it’s sometimes difficult to tell what behaviors you exhibit that resulted in the score for a particular competency (and behaviors, after all, are tangible things that you can change). For instance, if your results indicate that you aren’t inclusive, you might want to know what that means to your stakeholders. Ask them: “What behaviors do I exhibit that indicate to you that I’m not inclusive?”; and “What is one behavior that I can exhibit to be more inclusive?”.

Rather than receiving your 360 results and putting them away, spend some time reflecting. The next thing you’ll need to do is to begin an action plan based on your reflection.

Continue reading here: Professional Action Plan Example

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Readers' Questions

  • amanuel
    What to write examples of 360 leadership feedback nhs?
    6 months ago
  • Here are some examples of 360-degree leadership feedback that could be applicable to the NHS:
    1. Communication Skills:
    2. - "John demonstrates excellent communication skills, actively listening to colleagues and effectively conveying information." - "Sara could enhance her communication by providing more regular updates on project progress to the team."
    3. Decision-Making Abilities:
    4. - "James consistently makes well-informed decisions based on thorough analysis and consultation with team members." - "Emma should work on being more decisive, sometimes delaying decisions that could impact workflow efficiency."
    5. Team Collaboration:
    6. - "Claire actively encourages collaboration, involving team members in decision-making and fostering a positive team spirit." - "Luke needs to improve his teamwork skills as he often works independently, missing opportunities for synergy within the team."
    7. Leadership Style:
    8. - "Peter consistently demonstrates a transformational leadership style, inspiring and motivating team members to achieve their best." - "Sarah's leadership style tends to be more authoritative, which can discourage open dialogue among the team."
    9. Problem-Solving Skills:
    10. - "Anna is highly skilled at identifying problems and proposing effective solutions, often thinking outside the box." - "Paul sometimes struggles to analyze complex issues thoroughly, leading to less effective solutions."
    11. Emotional Intelligence:
    12. - "Jane shows a high level of emotional intelligence, handling challenging situations with empathy and understanding." - "Michael could benefit from improving his emotional intelligence, as his direct approach often comes across as insensitive."
    13. Empowering Others:
    14. - "Sophie is adept at empowering team members and delegating tasks, allowing them to grow and develop professionally." - "Andrew tends to micromanage, which limits the autonomy and growth potential of his team members." Remember that these are just fictional examples and should not represent any specific individual or situation in the NHS. Adapt them to fit your context and actual people involved.
    • phoebe
      How to refelct light 360 degree?
      6 months ago
    • There are a few ways to reflect light 360 degrees:
      1. Use a concave mirror: A concave mirror is curved inward, and it can reflect light in all directions. When light falls on the mirror surface, it reflects back toward the center of the mirror, allowing for a 360-degree reflection.
      2. Use multiple mirrors: Arrange several flat mirrors around an object or a central point, angled in such a way that they reflect light towards each other. This creates a chain reaction of reflections, achieving a 360-degree reflection.
      3. Use a reflective sphere: A reflective sphere, like a polished metallic ball, can reflect light in all directions. When light hits the sphere's surface, it bounces off in a way that disperses the reflection equally in all directions.
      4. Use a reflective material: Some materials, like chrome or silver coatings, have high reflectivity and can efficiently bounce off light in all directions. By shaping objects or surfaces with these materials to have a rounded shape, you can achieve a 360-degree reflection.
      5. Remember, it's important to consider the specific requirements and context of your project to determine the most suitable method for achieving a full 360-degree reflection.
      • awet
        How to write reflections on a 360 survey?
        1 year ago
      • To write reflections on a 360 survey, it is important to analyze the feedback you received and consider what can be done to build on strengths, address areas of development, and set goals for the future. Begin your reflection by acknowledging the feedback you received and summarizing some of the key points. Then, reflect on how this feedback aligns with your own observations, expectations, and goals. Identify patterns and outliers in the feedback and ask yourself if there are any underlying causes or explanations for the comments received. Ponder any potential areas of improvement, taking into account the different perspectives of the survey respondents. Lastly, consider the potential implications of the feedback and determine strategies and actionable steps to move forward.