![]() ![]() ![]() Some leaders don’t appreciate criticism and see 360s as a way for colleagues to undermine them. As they advance in an organization, fewer people are comfortable telling their leader what they are doing well, let alone giving them an entire performance evaluation. We’ll describe the common reasons for 360 degree feedback and list the numerous benefits for the individual, team, and organization. But when 360s are considered in an organization, there is often some pushback. It’s an effective starting point for most leadership development programs and coaching engagements. 360 degree feedback acts as a catalyst for development by helping participants identify their strengths as well as opportunities for improvement.
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