If most of us agree that feedback is a gift, why isn’t everyone asking to do a 360?

Well, because lots of people have had awful experiences with them. And it’s not so much about the feedback itself, but more about how the process was conducted and how the information was used.

When used correctly, 360-degree feedback can be transformational. It can help people pinpoint what they should develop for the greatest impact. But used incorrectly, they can actually harm performance.

So if you’re thinking about doing 360s in your organisation, check out my red flags on what to avoid first!