We are all familiar with the old saying – no pain, no gain. In essence, we have to accept that there is a downside to pursuing most things that are worthwhile. Personal growth is no different. Part of the pain of improving is discovering what is not working for you in the first place.

 

This is where 360° feedback can be your greatest ally or your worst enemy. If you are prepared for the discomfort and anxiety of facing your fears and blind spots, honest feedback is an essential steppingstone to positive behaviour change and a more fulfilled life. It is your truest form of feedback and, as daunting as it may be, absolutely necessary when you lead others.

 

In his book, Measure What Matters, John Doerr explains the principle of measuring Objectives and Key Results (OKRs) that Intel and Google use so successfully. The same logic applies to measuring how well you lead – it’s all about the impact that you want to make.

 

Accepting the feedback requires a high level of maturity though. Anonymous 360° feedback is not a free pass to say whatever you like without any accountability, which unfortunately happens much more often that it should. The ancient quote from Socrates is perhaps a good rule of thumb when giving constructive feedback: “Is it true, is it kind or is it necessary?”

 

Here’s why we believe 360° feedback is a powerful tool for self-development:

  • You receive candid feedback from those around you who see and experience you working in different scenarios. Like most things, you have to reflect on your behaviour patterns from multiple viewpoints to really understand how you impact others and yourself. Balanced feedback is more reliable than relying only on your own perspective. An objective, anonymous feedback platform provides those you know with the opportunity to tell you how they really feel, especially if the feedback is uncomfortable to give – and receive.
  • Honest feedback is the gateway to deeper and more effective communication between leaders and their team members. When we don’t address misunderstandings or conflict, small annoyances fester into deep grievances. Bringing disagreement into the open quickly, honestly and respectfully provides the opportunity to address it, build trust and clear the communication airways.
  • The insight you gain from 360° insights enhances your self-awareness, i.e. the way you engage in all areas of your life. This will support your ability to build long-lasting relationships based on trust and respect.
  • Feedback from 360° assessments gives you the power to set your own goals. Instead of a leader or manager telling you what needs to change, you get a comprehensive view of how your behaviour impacts others. This focuses your attention on the things that matter most and helps refine the personal and professional goals you have set yourself.
  • A 360° assessment helps you solicit the feedback you need. While general feedback can often lead to rambling and conflicting views, focused feedback asks the questions that really matter for your development.

 

So, how do you minimise the pain for maximum gain? Look out for these pitfalls:

  • It’s a diagnosis, not a cure. Feedback gives you insight but it does not fix the problem. Be careful not to leave this insight on the shelf. If you don’t work on your weak areas, it can further damage trust relationships with those who took the time to give you their considered feedback.
  • Flash diets don’t work; nor does instant behaviour change. Don’t expect overnight transformations from yourself or from others. Behaviour change requires dedication, discipline and, most importantly, time.
  • You need a sense of self-worth to look in the mirror. For someone who already has low self-esteem, negative feedback can be demoralising and even further decrease performance. When going on this journey, start from a place of self-acceptance. No one is perfect, but everyone can improve.
  • Fear can get in the way. When initiating this process, be clear about the mindset required for giving constructive feedback and how it will and will not be used to minimise fear and maintain trust.
  • People tend to focus on the negative. While the main aim of a 360° assessment is to see where you can improve, you also want to know what strengths you can leverage. Make sure people have the opportunity to compliment you as well. It might even help them feel less harsh when they have to tell you the hard things.
  • Grudge assessments don’t add value. Overcome this by personally requesting feedback from those whom you would like to nominate. They then have the opportunity to opt out if they would like to.

 

Thus, besides the courage it takes to receive the feedback, it also takes daily dedication to put it to good use. You need to take self-directed action and ownership of your leadership journey and avoid the brain’s tendency to slip back into its comfort zone.

 

Because we understand that it takes great effort to implement these new habits, we recommend using our IVolve App in conjunction with the assessments to keep you on track and growing as a leader. Look out for more information on this soon.