{"id":1256,"date":"2021-12-21T10:00:32","date_gmt":"2021-12-21T10:00:32","guid":{"rendered":"https:\/\/www.tivian.com\/uk\/?p=1256"},"modified":"2023-03-17T13:43:37","modified_gmt":"2023-03-17T13:43:37","slug":"improving-leadership-with-360-feedback","status":"publish","type":"post","link":"https:\/\/www.tivian.com\/uk\/improving-leadership-with-360-feedback\/","title":{"rendered":"Taking action to improve your leadership with 360 feedback"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">360-degree feedback provides constructive insights to expand self-awareness, boost performance, enhance leadership abilities and improve wider business outcomes. But to unlock these benefits they need to be carried out effectively and then acted upon appropriately.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Research shows a clear link between leadership effectiveness and employee engagement. In fact, more than <\/span><a href=\"https:\/\/www.forbes.com\/sites\/jackzenger\/2016\/03\/10\/how-effective-are-your-360-degree-feedback-assessments\/?sh=60e605c9a690\"><span style=\"font-weight: 400;\">85% of Fortune 500 companies<\/span><\/a><span style=\"font-weight: 400;\"> use 360-degree (or multi-rater) feedback as a key part of their leadership development process, according to industry expert Jack Zenger. In this blog, we explain some of the key considerations and challenges related to collecting 360 feedback and how to plan and take subsequent actions to improve your leadership performance.<\/span><\/p>\n<h2>The key considerations when collecting 360-degree feedback<\/h2>\n<p><span style=\"font-weight: 400;\">The 360 feedback review process is based on evaluation from peers, team members, direct reports and sometimes customers, alongside superiors and the leader themselves. This makes it vital that all raters:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Are clear about the purpose of the evaluation and how to give multi-rater feedback.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Are adequately trained and understand what they are evaluating.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Understand that the feedback, which should be constructive, will be anonymous.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Know that the aim is to drive positive improvement by evaluating behaviours and competencies &#8211; it is not a traditional performance review.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Are clear that 360-degree feedback processes should not be impacted by emotion or any existing relationships that they have with the leader they\u2019re rating.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Additionally, the 360 feedback survey should be focused on the right criteria, have a mix of rating scales and open-ended questions, be easy to understand and simple to fill in by all raters and be focused on the particular organisation and the leader\u2019s role. We included some <\/span><a href=\"https:\/\/www.tivian.com\/uk\/benefits-of-self-awareness-in-leadership-development\/\"><span style=\"font-weight: 400;\">sample survey questions in a recent blog<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Bear in mind that if the exercise feels irrelevant to either the rater or the leader it won\u2019t get full buy-in and attention. Finally, look to carry out 360-degree feedback exercises more than once a year \u2013 regular evaluations enable more constant <\/span><a href=\"https:\/\/www.tivian.com\/uk\/leadership-engagement\/\"><span style=\"font-weight: 400;\">improvement in leadership development<\/span><\/a><span style=\"font-weight: 400;\"> and make collecting and acting on feedback a central part of the overall company culture.<\/span><\/p>\n<h2>Taking effective action to improve leadership<\/h2>\n<p><span style=\"font-weight: 400;\">Simply reviewing, understanding and internalising the results of 360-degree evaluations can improve leadership performance. However, a well-thought-out and executed development plan can provide a clear path to even greater improvements, as turning results into a specific set of goals and actions helps support the behavioural changes required to improve leaders\u2019 performance.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Receiving feedback can be hard, and change requires not only a level of personal commitment, but also an awareness of what it takes to change, and the obstacles that need to be overcome. If it was easy to demonstrate all the competencies of a <\/span><a href=\"https:\/\/www.tivian.com\/uk\/what-is-transformational-leadership\/\"><span style=\"font-weight: 400;\">transformational leader<\/span><\/a><span style=\"font-weight: 400;\">, you would see only strengths in your results. And it\u2019s unlikely, even for a great leader, that this will be the case. There\u2019s generally a mix of strengths and weaknesses identified in a 360-degree feedback review.<\/span><\/p>\n<h3>Prioritising your 360-degree feedback efforts<\/h3>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"size-full wp-image-1257 alignnone\" src=\"https:\/\/www.tivian.com\/uk\/wp-content\/uploads\/sites\/9\/2022\/03\/Prioritising-Your-Efforts.png\" alt=\"\" width=\"752\" height=\"402\" srcset=\"https:\/\/www.tivian.com\/uk\/wp-content\/uploads\/sites\/9\/2022\/03\/Prioritising-Your-Efforts.png 752w, https:\/\/www.tivian.com\/uk\/wp-content\/uploads\/sites\/9\/2022\/03\/Prioritising-Your-Efforts-300x160.png 300w\" sizes=\"(max-width: 752px) 100vw, 752px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">One technique that can help leaders to focus on the right areas for development is to work on an \u2018Impact\/Motivation\u2019 quadrant. These look to drive change in areas leaders are most motivated to improve upon, and which are also perceived to have the highest impact on performance.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To develop your own Impact\/Motivation quadrant, follow these steps:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ask yourself which leadership competencies you feel most willing and able to change. Rather than just going straight to your lowest scoring 360-degree feedback areas, think about what you want to improve and what would be easiest to change.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ask your raters to consider these same leadership competencies and decide which they believe would allow you to have the greatest impact on overall business performance.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Chart all leadership competencies on your quadrant. When you build your development plan, look first at those competencies that you have rated most highly for both motivation and performance impact (be that your own, your team\u2019s or your organisation\u2019s).<\/span><\/li>\n<\/ol>\n<h2>How to ensure success when implementing change based on 360-degree feedback<\/h2>\n<p><span style=\"font-weight: 400;\">Developing or improving upon competencies can be difficult as, in most cases, this means changing your behaviour. As behaviours become more ingrained, they can become resistant to change, but there are things that leaders can do to maximise the chance of success.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are our recommendations for ensuring success when implementing change from the 360-degree feedback you\u2019ve gathered and evaluated:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><b>Try not to focus on too many goals<\/b><span style=\"font-weight: 400;\"> or actions at any point in time.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Ensure that behavioural outcomes of your goals or actions are visible<\/b><span style=\"font-weight: 400;\"> and can (where possible) be measured.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Don\u2019t make your goals or actions too lengthy<\/b><span style=\"font-weight: 400;\">. Split longer goals into shorter, achievable chunks.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Get support from others<\/b><span style=\"font-weight: 400;\">. Consider getting a coach or mentor to help you work through your action plan.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Set up a system of accountability<\/b><span style=\"font-weight: 400;\">. This can be as simple as sharing your action plan with others or setting up regular peer or manager meetings to review your progress.<\/span><\/li>\n<li style=\"font-weight: 400;\"><a href=\"https:\/\/www.tivian.com\/uk\/how-tivian-helps-foster-culture-feedback\/\"><b>Get regular feedback<\/b><\/a><span style=\"font-weight: 400;\">. As you work through your action plan, seek additional feedback from your original raters to see if they\u2019re perceiving the changes you\u2019re making in a positive way.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Don\u2019t stop<\/b><span style=\"font-weight: 400;\">. There is always room for improvement. Once you have worked through your first set of goals\/actions, identify your next areas of focus.<\/span><\/li>\n<\/ul>\n<h2>Conclusion<\/h2>\n<p><span style=\"font-weight: 400;\">As we\u2019ve outlined in other articles on leadership, 360-degree feedback is an essential part of <\/span><a href=\"https:\/\/www.tivian.com\/uk\/benefits-of-self-awareness-in-leadership-development\/\"><span style=\"font-weight: 400;\">developing self-awareness<\/span><\/a><span style=\"font-weight: 400;\"> and underpins both better employee performance and business improvements. As with every feedback exercise, success requires a clear process, normally led by the HR department, and buy-in from everyone involved to provide honest feedback \u2013 and then act on it.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">No leader is perfect. A 360 feedback approach enables you to take action to constantly improve, now and in the future. Tivian\u2019s <\/span><a href=\"https:\/\/www.tivian.com\/uk\/products\/employee-experience\/360-feedback\/\"><span style=\"font-weight: 400;\">Tivian\u2019s Leadership 360 tool<\/span><\/a><span style=\"font-weight: 400;\"> can support your efforts and empower your business with the tools to gather the right feedback to develop your leaders and make informed decisions that drive positive change. Learn more about our leadership solution.<\/span><\/p>\n<p><!--HubSpot Call-to-Action Code --><span id=\"hs-cta-wrapper-8aa50f60-e5ed-4fab-92c9-cd4feb0741dd\" class=\"hs-cta-wrapper\"><span id=\"hs-cta-8aa50f60-e5ed-4fab-92c9-cd4feb0741dd\" class=\"hs-cta-node hs-cta-8aa50f60-e5ed-4fab-92c9-cd4feb0741dd\"><!-- [if lte IE 8]&gt;--><\/span><\/span><\/p>\n<div id=\"hs-cta-ie-element\"><\/div>\n<p><a href=\"https:\/\/cta-redirect.hubspot.com\/cta\/redirect\/8948602\/8aa50f60-e5ed-4fab-92c9-cd4feb0741dd\"><img decoding=\"async\" id=\"hs-cta-img-8aa50f60-e5ed-4fab-92c9-cd4feb0741dd\" class=\"hs-cta-img aligncenter\" style=\"border-width: 0px;\" src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/8948602\/8aa50f60-e5ed-4fab-92c9-cd4feb0741dd.png\" alt=\"Empower leaders with Tivian\u2019s Leadership 360 tool\" \/><\/a><!-- end HubSpot Call-to-Action Code --><\/p>\n","protected":false},"excerpt":{"rendered":"<p>360-degree feedback provides constructive insights to expand self-awareness, boost performance, enhance leadership abilities and improve wider business outcomes. But to unlock these benefits they need to be carried out effectively and then acted upon appropriately. Research shows a clear link between leadership effectiveness and employee engagement. In fact, more than 85% of Fortune 500 companies [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1258,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[13,16,18],"tags":[],"class_list":["post-1256","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-developing-managers","category-leadership"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Taking action to improve your leadership with 360 feedback<\/title>\n<meta name=\"description\" content=\"The key challenges related to collecting 360 feedback and how to plan actions to improve your leadership performance.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.tivian.com\/uk\/improving-leadership-with-360-feedback\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Taking action to improve your leadership with 360 feedback\" \/>\n<meta property=\"og:description\" content=\"The key challenges related to collecting 360 feedback and how to plan actions to improve your leadership performance.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.tivian.com\/uk\/improving-leadership-with-360-feedback\/\" \/>\n<meta property=\"og:site_name\" content=\"Tivian UK\" \/>\n<meta property=\"article:published_time\" content=\"2021-12-21T10:00:32+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2023-03-17T13:43:37+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.tivian.com\/uk\/wp-content\/uploads\/sites\/9\/2022\/03\/Taking-action-to-improve-your-leadership-with-360-feedback.jpeg\" \/>\n\t<meta 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