Are there multiple approaches to 360 feedback?
There are 3 basic “organizing principles” to consider: • You can use validated surveys, which use research linking specific skill areas to actual work outcomes. These offer the power of predictability — if the participant exhibits a certain set of linked behaviors, he or she will be more effective. • You can use competency studies, based on internal analysis of required skills and abilities. Custom questionnaires are developed to measure internal progress against internal goals and needs. • You can use vision and/or value statements, based on the need to move an organization in a direction. These are extremely useful feedback to management about the alignment between mission and actual behaviors, helping them fine tune their leadership activities. In all cases, well-designed 360 feedback focuses on observable behaviors.
