360-degree feedback is one of the most renowned methods in the area of leadership development. It’s a rigorous process which requires thorough planning. The use of professional experts to guide the operation and ensure successful implementation is highly recommended.

Here at Tree Trunk Partners, we offer leadership training – with the choice to include a 360-degree feedback process – as well as a stand-alone 360° leadership feedback program. This article gives a complete overview of what 360-degree feedback is, the technique behind it, benefits, drawbacks and details on one of the tools we use to assist in this style of coaching. Whether you’re interested in our offerings or want to implement this independently in your company, our practical guide provides a clear foundation to get you started.

Table of Contents

1. 1. What is 360-degree feedback?
   2. How does the method work?
   3. When is it needed?
   4. What are the benefits?
   5. What are the downsides?
   6. Next steps after the process
   7. How can Insights® Discovery Full Circle play a role?

What is 360-degree feedback?

360-degree feedback is an evaluation method based on getting insights from multiple perspectives in a workplace. This means gathering observations from managers, direct reports, peers and customers about a specific individual. The wide range of feedback from every angle – both internal and external – helps to build a comprehensive picture of how this person is perceived by those that work intensively with them.

The feedback provides a reliable set of results from which the individual can affirm their strengths, development opportunities and create a specialized plan for professional improvement.

How does the method work?

First, the key objectives must be decided. What is this individual hoping to learn? What areas or skills are they looking to improve? Most commonly, 360-degree feedback is used on a managerial level so the focus will be around the topic of leadership. 

A questionnaire supporting these objectives is developed. The majority of questions have quantitative rating scales (e.g. 1 represents ‘least likely’ and 5 represents ‘most likely’) but open-ended, qualitative questions can also be included. The questionnaire is sent to all participants that have been chosen as working closely with the individual of focus. Answers are anonymous which allows for candid and forthright responses.

A report is produced with the collated results and a one-to-one feedback session is conducted to go through the report in detail. 

The subject is able to analyze the gap between how they perceive themselves and how others perceive them. This is referred to in psychology as the self-other agreement and is a strong place to start when evaluating behavioural patterns and attitude in the workplace.

When is it needed?

• Leaders who want to understand better how their team perceive them and use this information to improve the quality of their leadership impact. 
• When a development opportunity is identified in a workshop with a leadership team, 360-degree feedback can offer a comprehensive investigation into this.
• In advance of a promotion or entering a new leadership role.

What are the benefits?

• The method is a highly effective tool for professional growth as it provides the groundwork for a practical development strategy.
• Clear visualizations of strengths and blind spots, thereby improving self-awareness.
• On a company-wide level, a positive feedback culture is encouraged through implementing 360-degree feedback. 
• No one viewpoint is completely objective. By combining input from multiple parties, subjectivity is mostly removed so the method is less biased than other feedback systems.

Next steps after the process

For the most successful outcome, an action plan must be developed off the back of the 360-degree feedback. This could include instant workplace improvements – e.g. the introduction of a weekly team feedback session –  as well as longer term personal development – e.g. working on an amicable way to handle conflict with direct reports.

The action plan should be referred back to at regular intervals, ideally accompanied with a follow-up coaching session in order to increase accountability and give third-party guidance.

How can Insights® Discovery Full Circle play a role?

Insights® Discovery Full Circle is a tool based on the 360-degree review method. Up to 12 people that work intensively with an individual are sent the Insights online evaluation – the same questionnaire used for Insights® Discovery training. Results are collated and discussed with a coach, as in traditional 360-degree feedback.

Pros:

• Ready-made questionnaire
• Part of a well-established psychometric tool
• Can be cheaper if used as a stand-alone feedback instrument

Cons:

• Questions can’t be tailored to specific organization’s leadership principles
• Less in-depth and specialized than a personalized coaching approach

Tree Trunk Partners often use Full Circle as a tool to complement longer term leadership coaching.

As the first, and largest, official distributor of Insights Discovery in Switzerland, Tree Trunk Partners has spent over a decade helping individuals and teams understand and value their unique styles, and implement strategies for realizing their full potential.