How can you use 360-degree feedback to identify your strengths and weaknesses?

Receber informações de diferentes perspectivas é o ponto fundamental de um de um 360º. E ainda mais, essa metodologia fornece subsídios para toda equipe iniciar um processo de mudança tanto para as áreas de soft skills, ou seja, área comportamental, como para a parte relativa às áreas de hard skills, competências técnicas e cognitivas. Mas tudo começa por querer mudar, começar uma transformação que seja benéfica para o líder e para a sua equipe. O processo de mudança e desenvolvimento profissional normalmente não é tarefa fácil. Requer dedicação das pessoas interessadas em subir na sua carreira empresarial ou dos líderes em desenvolver a sua equipe

360-degree feedback can be a valuable tool for identifying your strengths and weaknesses. It can also help you to: ~ Improve your performance. By understanding how others perceive your performance, you can identify areas where you need to improve. ~ Develop your skills. 360-degree feedback can help you to identify the skills and competencies that you need to develop in order to be more successful in your role. ~ Set goals. Once you have identified your strengths and weaknesses, you can set goals for yourself to improve in those areas. ~ Build relationships. 360-degree feedback can help you to build stronger relationships with your colleagues and manager.

360-degree feedback is useful because it provides a more comprehensive and holistic view of an employee's performance. By gathering feedback from multiple stakeholders, employees can get a better understanding of their strengths and weaknesses, as well as areas where they can improve. Here are some specific reasons why 360-degree feedback is useful: -It can help employees to identify their blind spots -It can help employees to develop their skills -It can help employees to become more effective leaders -It can help to improve team performance -It can help to create a more positive and productive work environment

Research indicates that incorporating a 360-degree assessment into a coaching process can significantly enhance leadership effectiveness, with potential improvements of up to 60 percent (McCarty, 1999). A 360-degree assessment empowers clients to cultivate self-awareness by helping them comprehend how their organisation views their influence, strengths, and areas for growth. It is a multi-faceted approach that allows coachees to gain perspective on their performance and development.

Here are some tips on how to prepare for 360-degree feedback: ~ Choose the right people to provide feedback. When choosing people to provide feedback, select individuals who have a good understanding of your work and who can give you honest and constructive feedback. ~ Be open to feedback. It is important to be open to feedback, both positive and negative. Try to see feedback as an opportunity to learn and grow. ~ Be specific. When asking for feedback, be specific about the skills and competencies that you would like feedback on. This will help your reviewers to provide more helpful feedback.

-Understand the purpose of the feedback. What is the organization hoping to achieve by conducting a 360-degree feedback assessment? Is it to identify areas for individual development? To improve team performance? To assess leadership potential? Once you understand the purpose of the feedback, you can better prepare to receive it and to use it effectively. -Be open to feedback. It is important to be open to feedback, both positive/negative. -Ask for specific examples. When you receive feedback, ask for specific examples to support the feedback. -Be prepared to discuss your development goals. Once you have received the feedback, be prepared to discuss your development goals with your manager. -Use the feedback to create a development plan.

Take time to reflect on your own self-assessment before seeking feedback. Identify your strengths and areas you believe need improvement. This self-awareness will help you better interpret the feedback you receive.

Once you have received your 360-degree feedback, take some time to review it carefully. Here are some tips on how to interpret your feedback: ~ Look for common themes. What are the areas where you are doing well? What are the areas where you need to improve? ~ Consider the source of the feedback. Who is providing the feedback? What is their relationship with you? This will help you to understand the context of the feedback and to determine how much weight to give it. ~ Don't take things personally. It is important to remember that 360-degree feedback is about your performance, not about you as a person. Try to be objective and to focus on the feedback that will help you to improve.

To interpret 360-degree feedback, it is important to consider the following: -The source of the feedback. Who gave you the feedback? Are they people you trust and respect? Are they in a position to provide you with accurate and insightful feedback? -The consistency of the feedback. Do you receive similar feedback from multiple sources? This suggests that the feedback is likely to be accurate and reliable. -The specificity of the feedback. Is the feedback specific and actionable? Or is it general and vague? Specific feedback is more helpful and informative. -The tone of the feedback. Is the feedback constructive and supportive? Or is it critical and negative? -Constructive feedback is more likely to be helpful and motivating.

You can follow these steps: -Review the feedback carefully. Take some time to read/reflect on the feedback you have received. -Prioritize the feedback. Not all feedback is created equal. Some feedback may be more important and actionable than other feedback. -Develop a plan for improvement. For each area of feedback, develop a specific plan for improvement. -Set goals. Set SMART (specific, measurable, achievable, relevant, and time-bound) goals for yourself. -Take action. Once you have developed a plan and set goals, it is time to take action. -Monitor your progress. Keep track of your progress and make adjustments to your plan as needed. -Get feedback. Ask for feedback from your manager, colleagues, and other trusted individuals.

Once you have interpreted your 360-degree feedback, it is time to take action. Here are some tips: ~ Identify your goals. What skills and competencies do you want to improve? Set specific goals for yourself and develop a plan for achieving those goals. ~ Seek out support. If you need help improving in certain areas, seek out support from your manager, colleagues, or a coach. ~ Review your progress regularly. Take some time regularly to review your progress towards your goals. This will help you to stay motivated and to make adjustments as needed.

Set Clear Goals: After interpreting the 360-degree feedback, it's crucial to set clear, specific goals for your leadership development. These goals should be based on the insights gained from the feedback and should address the areas where improvement is needed. Strategize: Develop strategies to achieve your goals. Consider what steps, changes, or new approaches you need to implement to enhance your leadership skills and behaviors. Ensure that your strategies align with the feedback you received. Take Action: Your action plan should include actionable steps. Begin implementing these actions systematically, and keep track of your progress. Regularly assessing your actions will help you stay on track and make necessary adjustments.

Por ser um feedback mais completo, é importante definir um período de tempo mais longo para repetir o processo. Afinal, espera-se que o apontado no feedback inicial seja incorporado às práticas e à postura dos colaboradores. Entretanto, isso não significa, é claro, que durante esse período não deva ter nenhum outro retorno sobre o desempenho dos colaboradores, pelo contrário. Apenas opte por versões mais enxutas e objetivas, que direcionem um ou dois assuntos por vez. Ah, e claro: o reconhecimento de boas-práticas e de bom desempenho não precisa estar previsto no calendário para acontecer, viu?

If you find 360-degree feedback to be helpful, you may want to solicit feedback again in the future. Here are a few suggestions: ~ Space out your feedback requests. Don't request feedback too often, as this can be disruptive to your colleagues and manager. ~ Change the reviewers. Consider asking different people to provide feedback each time. This will help you to get a more comprehensive view of your performance. ~ Focus on different areas each time. When requesting feedback, focus on different skills and competencies each time. This will help you to track your progress over time.

To leverage 360-degree feedback, start by approaching feedback with an open heart and mind. Understand that feedback is not criticism, but a map guiding towards refined leadership. 🧭 Next, prioritize actionable insights. Knowing a weakness is one thing; translating that into developmental actions is the essence. For instance, if time management surfaces as a challenge, consider techniques such as time-blocking or the Pomodoro technique. 🕰️ Lastly, maintain an ongoing dialogue. Feedback is not a one-time event but a continuous journey of growth. Foster an environment where open communication is championed, ensuring that you're always in tune with evolving perceptions and can pivot your strategies accordingly. 🌱

A nossa percepção (Mindset) é uma visão da realidade, sendo afetada por aspectos culturais, pessoais e emocionais. O feedback auxilia na equalização dessa percepção da realidade. O feedback é uma ação de Treinamento e Desenvolvimento de equipes e subordinados, que agrega alto valor pela sua característica de educação continuada. A falta de feedback causa transtornos de toda ordem, pois interfere decisivamente na motivação das pessoas, no relacionamento e no monitoramento do autodesenvolvimento. E, lógico, interfere nos resultados do negócio, no alinhamento de objetivos, e nas ações e tarefas a serem realizadas. Não há desenvolvimento sem feedback. É responsabilidade da liderança dar o feedback.