In order to grow as a leader, you have to be willing to change and adapt. And in order to change, a level of awareness must take place. Whether we are talking about the growth of an organization or the growth of an individual, awareness precedes change. One of the tools we use to help leaders become aware of their leadership capability is a 360 assessment.
How many of you have given feedback to someone via a 360 assessment? A 360 is a great tool for leaders to learn how others see them. It’s not always easy to get such honest feedback from your boss, peers and direct reports. Their feedback is based on how they see you. It’s their perception of you. When you get the feedback report, you have a couple of options. One, you can discount what others say as sour grapes, or two, you can reflect on what their feedback is saying to you. Hopefully, you’ll select number two.
How many 360s have you had in your career? How often do you get to participate in a 360 for yourself? Provided you are open to feedback, the more times you can get feedback, the better you are able to calibrate your leadership. If you are not offered a 360 every 18-24 months, ask for one. You could even conduct your own Pulse Survey. These are mini surveys that allow you to get informal feedback from those around you.
It’s not easy to read or hear honest feedback about how others view you and your ability. But to grow, you have to open your mind and be willing to change or adapt based on the feedback. Great leaders must be willing to swallow their pride and admit that they need to do something to change the perception of others.