The key to providing successful 360-degree feedback.

Using a 360-degree feedback survey is a popular way of providing feedback to individuals, as well as gathering insights into their performance or level of skill.

It is a process where feedback is gathered from an employee’s subordinates, peers, and manager, as well as a self-evaluation completed by the employee to provide an all round review of that team member’s performance.

This ensures that there are no blind spots in their development that are being overlooked, that everyone is able to provide a wide range of feedback in an open and honest manner, and participants receive accurate, applicable feedback.

But in many cases it is a missed opportunity; either the tool chosen is not effective, or the process undertaken is not impactful and you miss out on providing true benefit to the organisation. This is where the Everything DiSC 363® for Leaders profile can make a difference, as it has been designed to be impactful, constructive and highly applicable.

The 363 for Leaders profile is based on extensive research by John Wiley & Sons which discovered eight key approaches which have all been proven to contribute to effective leadership. This research-validated model generates a completely personalised 26-page report that shows participants how their colleagues perceive them, and how they can develop their leadership behaviours.

To look at whether the 363 for Leaders profile is right for you, we first need to look at the core requirements for an effective 360-degree review:

1. It needs to be constructive.

360-degree feedback surveys can often be a frustrating or demoralising experience, largely because open-ended comments from raters are often poorly expressed, mean-spirited or hurtful at worst and just unhelpful to the participant.

What makes Everything DiSC 363® for Leaders different is it features exclusive CommentSmart™ selectable comments tool. This feature allows raters to choose from a list of research-backed comments, based on the ratings they have scored the leader on for each of the 8 key leadership behaviours.

The result is more deliberate, balanced, and constructive feedback, that focuses only on the behaviours that leaders should demonstrate more often, rather than looking at what they should do less of.

2. Feedback must resonate with the participant to ensure buy in.

The primary reason for doing a 360-degree review is to prompt some form of behavioural change, however, to achieve this you need to have buy-in from the participant. This comes from receiving feedback that resonates with them and provides constructive feedback that inspires them to build on.

The 363 for Leaders profile incorporates feedback from an unlimited number of raters, which is grouped by relationship to the participant. This ensures a diverse range of feedback and allows insights as to how different relationships, e.g. Manager, Peers, Direct Reports, Others, may affect how their behaviour is perceived by others.

Once collated, this feedback is delivered in a conversational style, and is completely personalised to the participant, even incorporating their Everything DiSC Style into the feedback to ensure effective communication.

CommentSmart also plays a role in ensuring the feedback resonates. This is because it enables all the feedback, even when addressing perceived weaknesses, to be delivered constructively so that there is nothing demoralising in the profile which could cause the participant to disconnect.

3. Needs to be actionable.

To get the most out of your review, you want your participant to have a clear idea of what they need to work on, and how to go about working on that behaviour.

The 363 for Leaders profile does this by providing three strategies for development, which are based on the behaviours that raters said they would like to see more of from the participant. It then prompts meaningful action by providing a personalization and application section for each strategy.

This is to encourage reflection by the participant into how this strategy could apply to them, as well as how to go about implementing it, to their own benefit.

This means that leaders can start developing themselves immediately, with a clear path of action, using the behaviours that will best benefit their current role and organisation.

By using a 360 degree review you provide an important and confidential way for staff to provide necessary feedback to any team member looking for professional development. This feedback ensures that individuals can continue to develop and learn, with applicable and relevant feedback from their closest colleagues.

This benefits not just the individual but provides a voice to everyone involved in the process and contributes to a strong team dynamic and inclusive culture.