Management Consulting | Top Management Coaching - METROPOLITAN REGION Munich
360 Degree Feedback
Structured feedback as an element of targeted management development
Our 360° feedback offers managers and executives the opportunity, to get a comprehensive picture of their leadership skills. For the feedback we offer via a GDPR-compliant online survey tool offers both a proven standard questionnaire and a customised survey.
The 360 degree feedback can also be used in preparation for a management audit.
Definition 360° feedback
What is 360 degree feedback?
The 360° feedback is an instrument which evaluates observable behaviour at the workplace from different perspectives. These perspectives are:
- Self-assessment
- Feedback from the employees
- Feedback from colleagues (peer feedback)
- Feedback from the supervisor
If these different assessments are superimposed, blind spots in one's own perception are made visible. These blind spots can be strengths that one does not perceive as strengths. Or they are areas of development that one has not yet recognised as such.
Furthermore, this feedback shows whether a person behaves congruently in the interaction with the different hierarchy levels or whether the behaviour towards one's own team differs from that towards colleagues and superiors.
The 360° feedback process
How does 360 degree feedback work?
A 360° feedback process comprises five steps:
Define questionnaire and survey languages
We offer different questionnaires in five different languages (German, English, French, Czech and Polish). Together we define which questionnaire is suitable for you or develop an individual questionnaire for you. A survey can be conducted in several languages.
Select feedback provider
Who can give meaningful feedback on the behaviour in question? To get meaningful feedback, not only the "fan club" should be considered.
Address feedback givers
"I would like to go through a 360° feedback and would like to ask you for feedback within this framework. May I do that?
Go through the feedback process
Self-assessment to be completed. External assessments are made by the feedback givers. This feedback is confidential. At the end of the process, a report of the results is produced.
Discuss results
The evaluation interview is conducted with one of our coaches and lasts between 1-2 hours, depending on the questionnaire. During the discussion, you define concrete measures that support further development.
Occasions for 360° feedback
When is 360 degree feedback useful?
Constructive and regular feedback is essential for the personal and professional development of specialists and managers. There are various points in organisational or management development at which 360° feedback can provide concrete added value:
Assessment of the situation and conception of a leadership development programme
Before starting an executive coaching or defining a tailor-made training programme, a 360° feedback provides information about strengths and areas of development. It is the starting point for targeted further development.
Management audit
As part of a management audit, 360° feedback reflects which leadership and management competencies of a future role are already fulfilled and what development potential a leader has.
Changing the leadership culture
If the leadership culture in a company is to be changed, 360° feedback maps very well which key competencies of this new culture are already mastered by which managers.
Regular feedback and evaluation process
Ideally, the 360° feedback is not only carried out once but at regular intervals, e.g. annually. In this way, development steps become visible.
What is the benefit of 360 degree feedback?
Not only the feedback recipient benefits from the results of a 360 degree feedback. Supervisors, the team and the company also have a concrete benefit:
- 360° feedback promotes a constructive feedback culture.
- 360° feedback forms the basis for targeted training and development measures.
- 360° feedback makes successes visible in terms of a change in leadership culture.
- Feedback recipient receives an overview of his/her strengths, areas for development and blind spots.
- The feedback recipient develops concrete measures for his or her own further development.
- 360° feedback can help build self-awareness and self-confidence.
- Competency expectations are clarified by the questionnaires.
- Feedback is given in a targeted manner and not just in passing.
- Supervisor can promote targeted development on the basis of the results report.
- The feedback can be given anonymously. This is particularly beneficial for teams that do not yet have a solid basis of trust with their own leaders.
- The team benefits when the leader changes certain behaviours as a result of the feedback.