360 Degree Feedback as a Tool for Team Development?

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360 Degree Feedback as a Tool for Team Development?
Malin Eriksson, Student (University), Sweden

Does anyone have experience from using 360 degree feedback for the development of teams, or as a tool for settling conflicts? I would like to hear about how one can go about doing that.

360 Degree Feedback for team Development
muhammad yousuf, HR Consultant, Pakistan
It depends on the culture - how it responds to feedback. If the corporate culture is based on candor (Ed: ~openness) then 360 feedback is possible and can be exercised.

Nancy J. White, Consultant, United States
Agreed, in a culture of feedback and focus on leadership behaviors, it works great. I have a proprietary 360 which I execute frequently. It works wonderful as a tool or part of a bigger process for coaching and measuring effectiveness. It is more commonly used as a 180 which just includes self, supervisor, and peers. The other half are family and friends, and clients/vendors.

360's Great for Fostering Better Team Relationship, BUT:
Hareesh Ramachandran, Coach, India
Wonderful tool for development and fostering better team relationship. I have been working in such a team and have come across the pros and cons. I support Muhammad and Nancy's comment that this practice has a lot to do with culture. A person who is being introduced to 360 has to be introduced properly on the "why, when, where and how" part of this practice. Most leaders/managers fail to do so. The result is that, the team members view the whole process with a lot of insecurity. Secondly the purpose of the practice must be clearly stated. Otherwise it will also be misused as a tool to criticise a team member with an objective to gain an advantage in the competitive team environment. Thirly the person who reviews the feedback should have to ability to look for objectivity in feedbacks.

360 for Team Development
Charles, Business Consultant, United Kingdom
We have used 360 to do exactly that - our approach was to generate all the feedback reports and then run a workshop where people shared the feedback they had received openly in the team... Each person presented a summary of the key learning points from their feedback.
We started the session with a team report - highlighting the strengths and areas for development of the entire team (collectively) and then asked the question - how might these results (as a team) impact on the way you deliver your collective goals...
Then after that debate went into the individual reports. Worked really well...


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