360 Degree Feedback

Self-awareness is one of the most critical elements of success in life and work. Knowing what we are good at and not so good at allows us to make better decisions about jobs, careers and the kind of professional development that would be of greatest benefit.

360 Degree feedbackUnfortunately, the critical feedback needed to reach this understanding can be hard to come by. Managers and executives everywhere are busy and tactically focused which means that time and attention to giving careful and thorough feedback on how we are doing is often overlooked.

Enter 360-Degree feedback, a process where our boss, colleagues, subordinates and others who know us well can provide a confidential assessment of our skills in an online survey. It can be an eye-opening experience for some, especially if there is a gap between how we see ourselves and how others do.

Critical elements of a good 360 strategy outlines some simple, yet effective steps to ensure the 360-degree process is positive and constructive for participants and other stakeholders.


Many organisations have come to recognise that 360-Degree feedback is a powerful way to help people perform and develop to their full potential. Done well, it stimulates people toward self-improvement in line with business goals and personal career aspirations.

At LDN International we believe 360 degree feedback is essential for leadership development because it:

  • Raises the self-awareness of participants
  • Stimulates self-improvement for job and career success
  • Allows participants to make beter choieces abouth their deelopment
  • Creates a climate for honest development conversations
  • Helps teams learn to wrok more effectively together
  • Determines common development needs across groups.

With over 15 years experience in administering 360-Degree surveys and providing feedback to individuals and teams, LDN has some tips for getting the most from your investment in this form of development:

  • Be clear about the intent of the 360 and orient participants and their raters before the event so they have the right mindset when completing surveys.
  • Keep 360 results confidential for each participant and make it known you are doing so; this will encourage raters to be open and candid in their feedback.
  • Give participants guidance on how to choose their raters so they don't 'load the deck' based on a desire for only favourable ratings.
  • Make sure participants receive feedback from a skilled and experienced coach so that they can interpret the results fully and accurately.
  • Position 360 events as one source of information that is part of a broader strategy to develop people; show how it all links together.

In addition, it is important that the 360-Degree survey instrument you use contains items that are directly related to the skills that lead to success at work. For this reason, we recommend the Voices® 360-Degree survey as it uses the rich, research-based library of Leadership Architect® competencies.

A recent enhancement has been made to the Voices® 360-degree feedback report. This involves a change in the Best Development Opportunites (BDO) section that better prioritises boss data to derive more meaningful development suggestions.

To find out more about ways to drive highly effective 360-degree feedback programs please call us on +61 (3) 9667 9100 or email