FREE online courses on the Design of 360-degree feedback - 360 Degree Feedback as an Intervention

 

The 360-degree feedback if you narrow it down, should ask simple questions and give feedback on:

v      ‘What is it that I am doing well that I need to continue doing; which will enhance my sense of pride in my personal leadership style

v      What is that which I do not do well and therefore must stop doing it

v      What is it that I further need to learn to do to enhance my effectiveness.

Any 360-degree feedback format in Tata's and basically these three questions are asked and the focus is on whether the individual will get feedback around these three items, which are going to be the actual bottom line, what an individual will take away from the entire process.

Train everyone

TVRLS conducts training sessions for everyone who might potentially fill out a feedback questionnaire. Such consultancy firms address issues such as data quality, confidentiality, accessibility to the reports, and their ultimate use. Trust is critical to accuracy of data and one way to ensure this is through training. Do executives view this as a constructive or punitive process? It's human nature to rush to the negative feedback. Training is required to focus on the positives because that is where the real leverage in improving performance is.

 

It is important perhaps to note that 360-degree can be a very significant behavioral science intervention in bringing about culture change in Indian corporations, which continue to be preoccupied with top-down autocratic cultures. Indian leadership at senior level continues to demand obedience and gets it either through seductive or coercive means. Indian talent continues to flourish overseas or Indians make unambiguous choices to work for MNCs where a freer and more democratic climate prevails.