360 Degree Reviews Are Good For More Than Just Work
by Miki Saxon
Recently Dan McCarthy wrote 10 Ways to Get the Most from a 360 Degree Leadership Assessment and it’s really good stuff.
But the thoughts and actions that Dan recommends could just as easily be called ’10 ways to get the most from any feedback you receive.”
And I do mean any—feedback from bosses, peers and subordinates, of course, but also from spouses/partners, kids, close and extended family, friends, acquaintances and even strangers with whom you interact.
I recently told a client this and she was surprised. She said that most were logical and she sort of understood including acquaintances, but strangers made no sense to her.
So I explained.
Most people, most of the time, have the most positive interactions with those with whom we are close; in other words, we’re on our best behavior.
Sure, we may disagree, yell, fight, say unpleasant things on occasion, but, by and large, people are on their best behavior the closer the relationship.
That’s why many managers check to see how candidates treat the receptionist when they come in for interviews. I know of many times that managers rejected a strong candidate because of admin feedback. The feeling is that if they are rude to the admin they won’t play well on the team.
Strangers don’t think about giving feedback, but you do get reactions. It may only be a look that is gone in a flash, but that doesn’t lessen its value as feedback.
That means you need to stay aware of the reactions of the people around you, but that isn’t likely to happen when you’re intently focused or upset, which is when you’ll get the most feedback—often negative.
But what you don’t notice the people you hang with will, so ask them for feedback. Ask widely, ask often, listen well and then apply Dan’s 10 points, tweaked as needed for the situation.
Image credit: Rocket-Sputter on flickr
