A 360-degree appraisal is often a significant factor in any leader's career.
Discover what you need to do to avoid the catastrophe that
360-degree performance evaluations can become
If you are looking for ideas on the criteria you can use to rate a person against during a 360-degree appraisal, then check out the Manager To High-Performance Leader self-assessment. I've used a modified version of that tool, with great success with several teams. However ... do read this article to make sure that you have all the elements in place to set your appraisal up for success.
For your program to be entirely successful you need many of the following organizational design practices in place:
Make sure that most of these elements, mentioned above, have been covered off before you decide to go ahead with any 360 processes.
360-degree feedback and performance appraisals frequently get a bad rap. Often justifiably so! However, the reality is, we are being evaluated every day ... whether you think about it or not. Your reputation is on the line every day due to what you say, do and deliver is being evaluated.
If you are self-aware, then you will have a good feel for what others think of you.
But sometimes your perception of your performance and your impact on others can be at odds with how your leader, peer group and/or the people who report to you... see it. And, aren't you better off knowing that?
Knowing how others view your impact can enable you to make changes that make you more effective and successful.
Keep in mind too that you shouldn't expect to be strong at everything. Shooting at an individual being highly capable in every requirement of a job is idealistic and will get both you, and your organization in serious trouble.
Certainly, your 360-degree appraisal, should enable you to look at the areas where you are weak. Furthermore, you need to make sure that your weak areas don't become critical and cause you to crash and burn.
For example, say your work colleagues see you as rude and arrogant - you need to know that. And hopefully you'll take steps to soften that behavior. Because that type of behavior will eventually railroad your career. Even the best performers are eventually set free if they can't create and/or set the tone of a culture that engages others.
However, say the feedback is that you lack attention to detail. Sure, this is something that you could improve. However, it would be a waste of your time and effort (and the organization's) to spend a lot of time and focus on trying to make you strong in this area.
You are better off putting strategies and support systems in place, to make sure that this weakness is taken care of and it doesn't become a 'fatal flaw'. What's more, spend more time, focusing on making sure you are using your areas of strength, regularly ... this way both you and the organization will win.
Even if, you find yourself caught up in a 360 evaluation process that has been poorly planned and implemented - be bigger than the flawed process. Take charge of making the best use of what you discover, so you can expand and grow and step into more of your potential.
Please feel free to contact me if you wish to find out more about how to customize a 360-degree appraisal and evaluation process to suit your organization's goals and values.
Several of the leaders I coach, on a one-to-one basis, have come to me following 360-degree performance evaluations and we find that with coaching they can really make the most from their feedback. You can read more about business leadership coaching here.
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