360-Degree Feedback

360-Degree Feedback
Any competent leadership organization is going to offer a 360-degree feedback process. How it is done can make the difference between the recipient doing or not doing a 180°, which for many organizations represents the beginning of their much needed culture change.

360 Feedback Process
Is based on the medical model in which you must have a clear understanding of the problem (diagnosis) before you can formulate a clear action plan (treatment plan), therefore, we use several highly comprehensive models that unequivocally identify not only the exact nature of the problem but also the root cause. While change can take place without knowing the root cause, human beings are extremely curious about what makes them and others tick, and finding that out provides a heightened motivation to change the behavior that is holding them, others and their organization back.

360 feedback instrument
The Leadership Trust® uses is designed to create a highly precise description of what needs to be changed based on a highly precise means to get at the impact of what the person is doing. Our doctoral-level facilitators then use a process that drives the actual feedback to a subconscious level where permanent change takes place.

There are two reasons most people do not change: (a) it is not clear to them what exactly they must do differently, and (b) they have not made a fundamental change within them to support whatever the new behaviors require. Thus, The Leadership Trust® has zeroed in on the best practices for not only the instrument itself but also the best process for driving the material to a level where motivation and change manifest. After all, nobody can go to the next higher level without going to the next deeper level.

The Leadership Trust's Unique & Compelling 360 Feedback Process
Instruments that are considered the most comprehensive because they are tailored to each person's unique situation. Furthermore, we extend the list of respondents well beyond the workplace setting of overhead, associates, and direct reports (we even ask for a self-report). When family and friends are included (and some people elect to include customers, vendors, and shareholders), the feedback takes on a dimension that drives the workplace feedback to a level where motivation to change abounds giving our clients a true 360-degree view of themselves.

If we told you the process we use that distinguishes us from others using a 360 feedback process, we'd have to kill you! All humor aside, knowing in advance would contaminate an otherwise optimal experience, but suffice it to say that frequently we hear from our graduates that it was this process that gave them the ability to see themselves through others’ eyes so clearly that it became likewise clear to them how to take it out there and make it work. This process does evoke an emotion on an internal and private level, and because change does not take place without an accompanying emotion, it is a foolproof process for launching transformation. (Visit the testimonials from the main menu if you wish to read about just how extensive the transformation.)

Final Result
Participants can hear what they need to without a defensive posture; therefore, we put a lot of value in not only creating a safe environment but also keeping one's dignity intact.

If you don't know, you can't fix, and what you don't know can and, in fact, does hurt you. Whether or not you give yourself the opportunity to learn others’ perceptions of you through this 360 feedback process, their perceptions still exist; therefore, you’d rather know than not know. Furthermore, if you are afraid of what you may learn about yourself, whether you give yourself this 360 feedback opportunity or not, that information and material still exist out there. It therefore makes sense to find out, so that you can do something about it.

If you keep doing what you've been doing, you'll keep getting what you've been getting; therefore, you will want to welcome the gift of a 360° that lets you know what your associates want you to keep doing, what new behaviors to put out there, and which ones demoralize and de-motivate. What you are left with are behaviors that inspire, motivate, value and grow others. That's the ultimate in people skills. It is leadership at its best.