360 DFB - Flaws in Feedback
As a CEO and executive coach, I make extensive use of 360 DFB to understand my coachees better. However, in my view, an assessor of any 360 DFB must be alert to two potential flaws in feedback:
- The Stereotype effect
(past experiences create a stereotype that cloud current perception)
- The Halo effect
(a single or a small set of qualities in which the employee is a 'saint' overshadows all others)
The one way to mitigate these is to dig into details - this is possible if the 360 DFB is conducted as an open ended or face to face process
but is limited when administered through a questionnaire.