{"id":36637,"date":"2021-05-05T08:43:46","date_gmt":"2021-05-05T07:43:46","guid":{"rendered":"https:\/\/www.small-improvements.com\/?p=36637"},"modified":"2021-05-05T08:43:46","modified_gmt":"2021-05-05T07:43:46","slug":"360-feedback-leaders","status":"publish","type":"post","link":"https:\/\/www.small-improvements.com\/blog\/360-feedback-leaders\/","title":{"rendered":"How leaders can get the most out of 360-degree feedback"},"content":{"rendered":"

Think you don’t need to participate in your organization’s 360-degree feedback round because you’re part of the C-suite or upper management? Think again. In addition to you helping you identify areas for growth, taking part in 360 reviews helps cement their importance for your teams and improves your profile as a leader.<\/span><\/p>\n

Vulnerability is the new strength in leadership<\/span><\/strong><\/h2>\n

When you gather 360-degree feedback, you typically collect observations from your superiors, your peers, and direct reports. For leaders, this might mean that you ask co-founders or board members to participate in addition to your peers and direct reports.<\/span><\/p>\n

CEOs and other executives may exclude themselves from bottom-up critiques to shield themselves from criticism. This is a mistake. The quality of leadership, or sometimes even more importantly, the perception of leadership, can make or break an organization. The best leaders are those who open themselves up for critique and genuinely listen to the concerns, questions, and feedback in return. The truth is, our weaknesses will be exposed at some point, and our strength will come from facing them head-on.<\/span><\/p>\n

Cultivating a growth mindset in your culture<\/span><\/strong><\/h2>\n

If leaders view vulnerability as a weakness, there is no question that this attitude will trickle down to other leaders in the organization. Inevitability, this will have a sweeping impact on your employees, fostering a general failure to look at blind spots, be accountable for them, and make necessary changes. When leaders create a transparent work culture and\u00a0<\/span>model vulnerability<\/span><\/a>, they create fertile ground for awareness and growth in the organization. When everyone feels that it is safe to let their egos down, ask for help, and be humble in the face of weaknesses, real change can start to take shape.<\/span><\/p>\n

360-degree feedback questions for leaders<\/span><\/strong><\/h2>\n

We have previously published content on the\u00a0<\/span>value of 360-degree feedback<\/span><\/a>\u00a0for employees and many of the same principles apply. Given\u00a0<\/span>the special skills required for great leadership<\/span><\/a>, you may want to consider adding questions focused on leadership skills to your 360s and those of upper management. Here are some areas to focus on when gathering 360-degree feedback for leadership:<\/span><\/p>\n