360-degree feedback is a simple tool that can make an amazing difference. It both depersonalizes feedback and personalizes it at the same time.
At its core, it’s a way to gather feedback on an individual in all directions: up, across and down. It provides the “What” in a “What? So what? Now what?” approach to feedback.
It depersonalized feedback by enabling a reviewer to downplay their own personal views. It personalizes it by bringing in the personal views of others. Done wrong it can “shred the fabric of trust in an organization.” Done right, it’s a valuable tool as part of a comprehensive talent assessment and development system.
In many ways, this is the essence of a team’s tactical capacity – high-quality responsiveness under difficult, changing conditions. Teams with strong tactical capacity empower each member, communicate effectively with the team and leader to create critical solutions to the inevitable problems that arise on an ongoing basis, and to implement them quickly. They are constantly asking “What if…?” offensively, defensively and in thinking about they work together.
The most tactically effective networkers approach every conversation with clear objectives for what they want out of those conversations. But the most effective networkers over time approach those same conversations with the objective of helping others.