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360 Degree Feedback

Self-awareness is Strongly Related to Success in Life and Work.

Knowing what we are good at and not so good at is essential for finding the best path forward toward professional growth and career advancement.

One highly effective tool for development is 360-degree feedback. It offers participants valuable insights into how their skills are perceived by their manager, colleagues, subordinates, and other relevant stakeholders.

By comparing their self-perception with the perspectives of others, they gain a more comprehensive and well-rounded understanding of their strengths and areas for development.

Typically, 360-degree feedback involves a confidential online survey assessing an individual’s level of  skill. Alternatively an experienced coach may conduct confidential interviews with key stakeholders to provide personalised insights.

Benefits Of 360 Degree Feedback

Organisations invest in 360-degree feedback to empower their people by:

  • Fostering greater self-awareness
  • Driving personal and professional growth
  • Cultivating open and honest communication
  • Building stronger, more collaborative teams
  • Identifying shared development opportunities to maximise collective impact.

For organisations that have created Success Profiles for specific jobs or levels, 360 degree feedback offers a targeted approach to prioritising personal and professional development.

Building Leadership Capability

For 360-degree feedback to be valuable and meaningful, it must assess skills and abilities directly relevant to workplace success.

LDN International offers 360 solutions tailored to your specific needs focusing on key areas of leadership such as Leadership Competencies, Styles, Agility and Emotional Intelligence.

A highly acclaimed option is the KF360 assessment, featuring the Leadership Architect™ suite of competencies. Based on decades of research, these competencies define the skills needed to succeed at all leadership levels.

Effective 360 Degree Feedback Programs

To unlock the full potential of 360-degree feedback, organisations need a well-crafted plan.

A thoughtfully designed 360 process reveals key insights into individual and team strengths and weaknesses, ultimately leading to focused development plans and a more cohesive, high performing teams.

Our experience has enabled us to define a comprehensive process combining best practice with a proven methodology and ready-made communication and development tools you can tailor to your preferences.

For more information, please read, The Critical Elements of an Effective 360-Degree Feedback Program.

Group Reporting

We specialise in aggregating 360 data for groups to identify common strengths and capability gaps. The information helps organisations design targeted development interventions that support the growth of specific teams, departments and levels of leadership.

While it does not include individual data, it is a powerful way to identify overall capability gaps. Set in the context of business strategy, it enables organisations to predict the group’s likely business outcomes and help leaders fine-tune their output.

Driving Development

Implementing a 360-degree feedback program shows an organisation’s commitment to employee growth. It opens up honest conversations about key skills, empowering individuals to own their development.

Plus, the combined feedback helps build a strong leadership framework and create effective training for career growth.

LDN International’s proven method will help you pinpoint growth areas, chart paths to improvement, and drive positive change.

 

FAQs

360-degree feedback is an excellent tool for personal growth, offering insights from all angles—your boss, coworkers, team members, and others who know you well. This broad feedback gives you a complete picture of your strengths and areas for improvement.  
The process typically includes a confidential online survey to evaluate your skills and abilities. Sometimes, it involves private interviews with leaders, peers, and team members, guided by a skilled coach, for a more in-depth understanding.  
Truly effective 360-degree feedback keeps the data confidential, focuses on job-relevant skills and behaviours while clearly highlighting both strengths and areas of potential growth for the participant.  
It fosters a culture of open and honest feedback, providing actionable insights that empower people to create personalised development plans. This, in turn, allows them to enhance their overall performance and maximise their positive impact within the organisation.  
360-degree feedback can be repeated after 18 to 24 months. This gives people enough time to work on their personal and professional growth. The interval allows participants to reflect on the feedback, pinpoint areas for improvement, and make necessary changes.   
During this time, individuals can focus on learning and improving their capabilities before the next evaluation. Repeating the feedback process regularly helps track progress and encourages ongoing development and improvement within the organisation. 

Discover ways to create an effective 360-Degree Feedback program.

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