The inherent preferences of organizations are clarity, certainty and perfection. The inherent nature of human relationships involves ambiguity, uncertainty, and imperfection. How one honors, balances, and integrates the needs of both is the real trick of feedback. — Richard Pascale and Anthony Athos
“How am I doing?” is one of the most common thoughts of employees at all levels. Very few know the answer. Executives, managers, and other staff members are expected to improve their performance continuously. Continuous change and rising expectations leave people in a state of wonder.

Too often people are afraid of feedback. Afraid to give it. Afraid to receive it. Sometimes they've had a bad experience in the past and sometimes they simply want to avoid conflict or disappointment. Still, it's better to know the truth than to be left in the dark. When the tone is set that feedback is a gift and people are trained to give useful feedback, the response we hear most often is, "I had no idea the 360 process would be so valuable. I wish I'd done it much earlier in my career."

Instead of focusing on the deficits and the causes of failure, we use an appreciative approach to feedback that helps people leverage their strengths. That doesn't mean that we avoid talking about weaknesses or dance around the issues in rose-colored glasses. Instead we get people excited about who they are and who they can become and how they can bridge the gap. Possibilities and options inspire people to make behavioral changes that have a ripple effect throughout the organization.

"Consider that providing meaningful feedback is a life skill and receiving feedback is the highest honor. It means that person is invested in your growth and development." — Ron Wiens

Using a customized multi-rater or 360-degree feedback assessment helps you measure the competencies and development needs that are important to your organization's strategic growth. Your managers receive feedback on leadership skills that are vital to your organization and specifically related to your business.

Feedback from bosses, peers and direct reports will enhance understanding of how personal behavior impacts workplace interactions. The anonymity of raters and confidentiality of results is ensured using a web-based assessment. The results serve as both a catalyst and a map for change. This vital information enables leaders to create and implement a dynamic plan for their personal leadership development.

For high-functioning, mature teams, we use open engagement 360-Degree Feedback to build a culture where everyone in the organization gives and receives face-to-face feedback. Players learn to discuss the undiscussables in ways that reduce fear and embarrassment. We take feedback a step further so that people know how they are perceived, and they trust people to tell them the truth.

Our facilitators help people seek the truth that is both honest and kind. Even more importantly, we help people give feedback that is specific, useful and inspires action.

Feedback becomes a source for designing and implementing a personal leadership development plan that furthers both personal and organizational goals. To unclog the feedback arteries in your organization, to motivate rather than debilitate, let's talk about how to use 360 feedback to its full advantage. Call us at 570-297-2270 for a complimentary consultation.