Who’s looking at you?

I’ve just survived my most recent 360° review, and was reminded once again that there is always room for improvement. As a personal development tool, it has to be amongst the best for making you really reflect on the impact you’re having as an individual.

It is important though to get the questions right. Asking something that only one group of stakeholders can answer is not going to generate the insight you need. Questions should therefore be targeted at behaviours and skills – which can be commented on by the ‘many’ – rather than tasks – which can only be commented on by the ‘few’.

Feedback is predominantly subjective, but in this context that’s fine. You are really looking for patterns across the data rather than specifics. If each stakeholder group highlights the same issue then you probably need to take note; there’s a message in there somewhere!

It is however too easy to fall into the trap of trying to justify and rationalise the feedback. Stop! This is a mistake. A 360° is one of the best opportunities you’ll get to really dig deep and question why your behaviour is being interpreted in a particular way. Don’t make excuses for it, learn from it.

Most HR departments can now facilitate a 360° review, so if you get the chance, I recommend that you give it a go. You may be surprised by the results.