A 360-Degree, Clear-Eyed View
March 15, 2021
Our ongoing journey to be servant leaders continues. At the first of the year, I shared our efforts with subject-matter-expert and author James C. Hunter. If you’ve also been trying to build a corporate culture based on trust, accountability and proactive problem solving, read on.
Hunter has been leading our senior leadership team through monthly exercises. We start by encouraging humility and honest self-reflection. Growth only happens when we’re open to it. Our servant leadership model launched with a 360-degree performance assessment. I highly recommend it. Here are some things I’ve learned that might help you.
Develop Your 360
A well-crafted 360 assessment serves as an important tool, one that provides clarity about expected behaviors and what we’re hoping to accomplish together. Ideally, the 360 tool solicits input from every quadrant – supervisors, colleagues, direct reports and individual self-assessments. The goal: to paint a balanced, comprehensive view of team members’ strengths, level of engagement and opportunities for growth. It helps team members become more self-aware. This understanding spurs team members to course correct, if needed, and provides motivation to double-down on what’s working. A 360 done right should serve as a guiding light, pulling teams onward and upward.
Hunter offered suggestions on laying the right groundwork upfront to ensure respondents provide open, meaningful, honest feedback – not just what they think you want to hear. Establish clear guidelines. Share how the feedback will be used. Remind people to not get overly defensive or emotional when receiving feedback. Tie input to specific actions that may be taken as a result of the 360, such as goal setting, additional training and development, and potentially new roles or promotions.
Remember the Purpose
360s can identify issues, skills that need strengthened, and training that might be beneficial. Constructive feedback from people who work closely with the individual can be huge morale boosters. It helps highlight the ripple effect actions have on others. It also showcases how an individual’s actions align with and advance both departmental and company goals. It helps clarify the individual’s unique role within the company. We can sometimes feel invisible or unappreciated. A 360 shines a spotlight on the individual and provides a platform to celebrate his or her valued contributions.
The trust built by a well-run 360 should lead to improvements where needed (and who can’t improve?). Maybe there are things that have been holding a team member back. A 360 can bust through.
Commitment to Change
Hunter is helping us in our ongoing quest for excellence and the strongest possible King Kulture. By focusing for the time being on our leadership, we’re making significant gains. Our servant leadership model involves every area of a company, from the home office to front-line workers. But unless or until leadership models the behavior, you will not boost overall team performance. That’s what we’re doing. Setting the tone. Leading by example. Walking our talk.