360 Feedback

360 Assessment

One of the most significant advantages of the 360-degree feedback method is the inclusion of inputs from peers and junior people. Too often, we manage upwards, only considering the views and perceptions of management. I believe in a more holistic approach that includes all with whom we interact. More important than good or bad feedback is honest feedback. I prefer large data sets with quality data: the more data, the better. I asked 35 of my co-workers of evenly distributed positions to respond using the 360-Degree Assessment of Leadership Capacities instrument. Of those asked, I received replies from three peers, four senior people, and one junior person – eight in total. I then compiled and normalized the data into meaningful presentations. While I did not find any glaring errors in the data, nor any surprises, I was curious to see the list of skills in the bottom tier. I appreciate the gift of feedback and am grateful to my colleagues for sharing their candid thoughts, which will help me grow and improve.

The school-provided instrument collects responses to 31 questions (number 18 is missing) with values ranging from 1 to 5, including “not applicable” (N/A) as an option. While the numbered weighting made analysis simple, the N/A responses required formulaic removal from the averaging calculation. Using Microsoft Excel, I built a table and sorted the data to show scores from low to high while alphabetizing the individual items and creating a graph to display the results. The free-form text fields are great for collecting feedback as unstructured data and present more of a challenge for data analysis. Reading through each of the responses, I summarized the responses into a set of common key phrases to build a word cloud. Applying a little creative license to the feedback responses, I generated a word cloud presentation representative of the tone and content.

I was not aware of my lack of self-awareness. Perhaps it is not so much a lack of self-awareness as much as skills I need to focus on improving. I did not find any big surprises in the feedback responses, and I agree with the general sentiments and suggestions for improvement. Using common themes and keywords, I built the word cloud (Fig. 1) from the free-form text responses. I find the resulting Greatest Assets Word-Cloud to accurately depict my strengths while being in alignment with my self-image.

The survey questions use a rating ranging from 1 to 5, with N/A as a sixth option, for gauging strengths and weaknesses across multiple skill areas. A response of 1 indicates strong disagreement, 2 indicates disagreement, 3 is a neutral response, 4 indicates agreement, 5 indicates strong agreement, and N/A indicates a skill unrelated to the role or the inability to produce a measurement. Upon averaging, the data presented non-integers or fractions displayed as decimal numbers. For example, a value of 4.5 would represent the mid-point between agreement (4) and strong agreement (5), perhaps indicating enthusiastic agreement just short of strong. Sorting the resulting scores by value presents the skills from least to most developed. Lower scores are the most likely areas which require focused attention to improve. Higher scores show areas of strength. Steven Covey's 7^th habit suggests that all skills should be subject to maintenance or continuous improvement over time – Sharpen the Saw.

Although my scores all averaged above four, I believe there is always room for improvement. The bottom five, except for planning, center on making an impact and being considerate of others. The pattern in Figure 2 suggests I would benefit from improving a few specific skills. At the bottom of my results are soft skills and organizational impact. My next lowest are strategic and creative thinking, decision-making, and risk-taking skills. These results align with my current awareness. I already know I need to improve my presence and eminence within the organization.

Feedback is a gift, and I appreciate my colleagues taking the time to provide me with valuable insights that will help me grow and improve. I found the standard instrument provided by the school to be helpful. Data collected was easy to normalize and present. I found no big surprises while I did uncover a few opportunities to improve. Awareness of blind spots is essential to continuous improvement with a holistic perspective. Looking around in a full 360-degree view can eliminate blind spots by incorporating feedback from various and non-traditional sources. I am grateful for the feedback gained through this exercise and will use it to increase my professional skills and leadership capacity.