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Developing leaders and managers via 360 degree feedback

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Information about Developing leaders and managers via 360 degree feedback
Business & Mgmt

Published on February 27, 2014

Author: wahabk999

Source: slideshare.net

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This essay contain information regarding leadership and management development via 360 degree feedback.
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Developing leaders and managers via 360 degree feedback 2014 There is a quote by Benjamin Franklin “If you fail to plan, you are planning to fail”. Organizations plan for the development of their staff, and one key area which almost all of the organizations invest heavily is on leadership and management development. So for this purpose, organizations together with HR team endeavor to accomplish leadership development objectives by themselves or they seek external consultants help. There are many developmental techniques such as coaching and mentoring which can be used for management development, another important tool is 360 degree feedback which also play vital role in developing leaders according to researchers. It has many benefits, whereas, it can effect organization’s performance too if not used in appropriate manner. Therefore, 360 degree feedback technique in leadership and management development process will be specifically discussed here. It will be appropriate to start with definitions of 360 degree feedback to understand the meaning. Drew (2009: pg. 582) states that: “A 360-degree feedback survey, typically, is where an individual leader’s staff, peers, and supervisor are invited to provide scores on a range of questions relevant to their leadership role. The leader (ratee) also provides “self” scores against which the perceptions of others are compared”. Rensburg and Prideaux (2006: pg. 563) state that: “MSF (also known as 360-degree or multi-rater feedback) is a process of gathering and feeding back useful and relevant information on an individual from a number of different sources. The individuals usually evaluate themselves as well as receiving feedback from a number of potential sources within and external to the organisation – superiors, peers, subordinates and in some cases, clients or customers. Each source of feedback provides a particular feedback emphasis depending on the type of relationship that exists”. Wahab Khan Page 1

Developing leaders and managers via 360 degree feedback 2014 360 degree feedback provide opportunity to managers to rate themselves in different performance areas, and through feedback they can learn and compare others appraisal with their self appraisal. It also provide information to supervisors from external sources which improve their self awareness and performance. Moreover, main purpose of 360 degree feedback is to enlarge leader’s awareness in various circumstances which will not only enable the leader to improve but also perform better next time with the raters or individuals that he or she interacts on a daily basis. Leadership and management development programs often use 360 degree feedback, around 90 percent of fortune 1000 firms use 360 degree feedback in some shapes. 360 degree evaluation is useful indicator which identifies relationship between the leaders and the subordinates, in other words, a tool which measures leadership behaviour. In addition, majority of the firms devise and implement competency based leadership and management development. Therefore, 360 degree feedback technique helps organisations in identification of leadership behaviour, and most importantly the valuable feedback regarding performance from subordinates. 360 degree feedback improve self-awareness, rating himself and then comparing his rating with subordinates or peers helps manager in identifying weaknesses in workplace. 360 degree feedback assessment not only facilitates in measuring the management behaviour at various developmental levels but also indicates the relationship between them as well. However, it may not be accurate assessment in managerial performance as it can present stereotypes of supervisors or mindset of those doing the 360 degree appraisal. Thereby, 360 degree feedback can improve self awareness in managers, however, it should be cautiously examine before applying because of stereotyping factor associated with it. Firms exercise multi sourcing feedback as a mean to influence leadership change, however, multi sourcing feedback should be conducted in a manner that managers must be psychologically prepared for developing leadership skills. 360 degree feedback from peers, managers and outside partners on individual manager performance play significant role in the managerial development, as 360 degree feedback objective is to provide accurate measurement which will furnish additional information to the managers, and thus it will facilitate managers to identify hindrances in development process. However, 360 degree feedback also depends on the nature of the business, such as, customer’s feedback can be useful as well but generally managers in 360 degree feedback are rated on different behavioural aspect or competencies. Thus, 360 degree feedback provide plenty of information on leadership behaviours and competencies , and leaders or managers can be effectively developed if appropriate goals are set based on change and development agenda. Leadership development will work only when managers are encouraged to openly hear and accept feedback, in other words, to unfreeze their self analysis and most importantly accepting organisational action plan for their development. Managers obtain better self-awareness with the help of 360 degree feedback, and HR managers must specifically design developmental plan together with proper reviews about the progress on performance. Moreover, 360 degree feedback assessment assist in changing organizational culture as it has been proven from the results of cultural survey, therefore, leader’s behaviour makes a big difference in organisational culture, and 360 degree feedback tool is very useful in developing leaders and managers. Organisations use innovative techniques, such as, action Wahab Khan Page 2

Developing leaders and managers via 360 degree feedback 2014 plan after receiving 360 degree feedback appraisal which helps in identifying weakness and develop new leadership skills. Therefore, it is not only individual manager responsibility to develop him or herself with the help of 360 degree feedback technique, but organisations must also provide learning environment for leadership development which can be done by setting up action plan with a proper review mechanism. 360 feedback is one the powerful tools in human resources development which help leaders in boosting self awareness. Furthermore, manager and employee develop themselves after rating their behaviours from multiple sources and the information is then used for further improvement, however, feedback obtained can only be used for the development purposes only. 360 degree feedback on one hand provides plenty of information from different sources for managerial reflection, self awareness and behaviours, and on other hand, different stake holders might have various plans and results could be biased. Therefore, feedback from different sources should be carefully examined particularly in important decisions: feedback regarding promotions or financial rewards. 360 degree feedback is useful when evaluating leadership skills from their subordinates in small groups of ten people with individual feedback, other than that counselling by CEO will add value if they become part of development program. Mangers collect information from multi sources feedback: peers and subordinates, and set developmental targets to accomplish which helps in checking their performance reviews. Thus, 360 degree feedback is a smart tool in developing leadership skills, it provides load of information which will help managers in setting up developmental targets, however, information could be biased if it is used for promotion or financial rewards. To conclude the above discussion, 360 degree feedback technique like other tools play significant role in leadership and management development. 360 degree feedback helps organisations in identifying leadership behaviour, and most importantly the valuable feedback regarding performance from subordinates. It can improve self awareness in managers, however, it must be cautiously examine before applying because of stereotyping factor associated with it. 360 degree feedback provides plenty of information on leadership behaviours and competencies, and leaders or managers can be effectively developed if appropriate goals are set based on change and development agenda. It is not only individual manager responsibility to develop him or herself with the help of 360 degree feedback technique, but organisations must also provide learning environment for leadership development which can be done by setting up action plan with a proper review mechanism. 360 degree feedback is a smart tool in developing leadership skills, it provides load of information which will help managers in setting up developmental targets, however, information could be biased if it is used for promotion or financial rewards. PDF version is available at: http://www.slideshare.net/wahabk999 Note: The use of this material is free provided copyright (Khan, 2014) is acknowledged and reference or link is made to the (http://www.wahabkhan18.blogspot.com/. All information provided in this blog is provided for information purposes only. Reliance on information and material shall be at your sole risk, and the author Wahab Khan Page 3

Developing leaders and managers via 360 degree feedback 2014 assumes no responsibility for any errors, omissions, or damages arising to organisations and practitioners. Content and materials on this blog may not be sold, or published in any form, without permission from the Author. Wahab Khan Page 4

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