360 Degree Feedback Article:
Expert Interview About The Biggest Mistake...

360 degree feedback article

ln this 360 degree feedback article and interview you’ll learn more about the power of 360 degree feedback as a skill development tool.

I sought out Jerry Gardner for this Post and Interview after I read his book: Just Ask! (Following Up On MultiSource Feedback). He shares important insight in this book, information that's crucial to success when using this development tool.


360 degree feedback article definition of 360's:
360 Feedback involves getting anonymous feedback about specific leadership or sales traits and competencies from people who observe the leader or sales person in action on a regular basis.
Raters (the people providing the anonymous feedback include:
direct reports, peers, managers and sometimes,customers. The results are used to help a leader or sales person leverage strength's and close development gaps.

360 Degree Feedback Article:
Interview with Expert Jerry Gardner

Suzie: Tell folks what you are passionate about in your work, along with what you do and why you do it. Also, tell us about a hobby or interest that you have, outside of work.
Jerry: Thanks Suzie! Well I'm passionate about the multi-source feedback process, and I appreciate the opportunity to offer this 360 degree feedback article to your community.

I love working with individuals and helping them improve their personal communications and create an environment in which people feel comfortable sharing information.

Besides the usual – golf, tennis, swimming, and fitness workouts – my favorite hobby is reading. I was an English major in college and now realize how much I learned about people and relationships in my studies of characters in literature. I expand on that learning now with each book I read or listen to when I am driving.

Suzie: Thank you for taking time to lend your expertise for this 360 degree feedback article. How did you become a multi-source, 360 feedback expert?
Jerry: I began my consulting career in 1978. For the first 13 years I conducted seminars for the American Management Association, and private clients, on basic management skills, sales and marketing, and strategic planning.

In 1991 the Keilty Goldsmith Company asked me to assist them in providing feedback to American Express executives who had received 360 degree feedback reports.

Since then I have focused all my professional attention on coaching executives on the most important part of the multi-source feedback process, addressing the issue of: “Now that I have my feedback, what do I do with it? How do I make the changes people are asking me to make?”



360 Feedback

Need 360 Feedback Assistance?  If you are starting or considering a 360 feedback project consider 20/20 Insight software SYSTEM that makes possible for you to easily measure the performance of a person, a team or the entire organization with customized surveys and done-for-you-survey-templates. 

If you would like to talk through your project with in a complimentary consulting call, or you think you want survey administration and facilitation assistance, contact Suzie Price.



Suzie: Can you share in this 360 degree feedback article /interview what you love about this type of feedback? How does it help people?
Jerry: Unlike the traditional performance appraisal process where a manager receives feedback only from his boss, the multi-source feedback process provides the manager with feedback from peers, direct reports, and even customers and vendors.

In the 1990s, someone came up with the brilliant idea, “If I really want to know how I am doing at managing people, maybe I should ask the people I manage!” This process helps people because they get a much better idea of how they are doing when they ask the people they work with regularly.

Suzie: For all the leaders reading this 360 degree feedback article, tell us, what are the biggest mistakes people make when receiving feedback from others through 360’s? Why are these mistakes are such a problem and what can be done about it?
Jerry: The biggest mistake people make after receiving feedback from others is not following up on that feedback. Others spent considerable time and energy completing the questionnaire and they are looking forward to hearing directly from the person with whom they shared their information.

Also, the questionnaires provide at best, general information about any person’s issues with the manager. It’s important for the manager to speak directly, one-on-one, with each person and ask for suggestions on how she can improve. The manager can then identify specific issues for each individual and work on them throughout the year.

Suzie: Why do people (feedback Subjects) avoid following up with their Raters after the initial feedback is given?
Jerry:

  • Fear!
  • Plus, the manager usually doesn’t know what questions to ask or how to ask them, or how to respond when someone does provide additional feedback, or when someone doesn’t provide additional feedback, or when someone gets angry.
  • In addition, the manager may be sensitive to the possible thoughts of the person being asked and his or her reluctance to respond for fear of retribution, hurting the feelings of the manager or being a nay-sayer.

Suzie: Readers of this 360 degree feedback article may be asking themselves, "What’s in it for me – why should I make the effort to do seek additional feedback? How will I benefit?" How would you answer?
Jerry: By following up on their feedback:

  • Managers receive more specific information on how they are doing.
  • Also, they are making a significant step in opening up communications in their organization.
  • If the manager demonstrates that he sincerely wants additional information and is receptive and positive when receiving it, that's a huge step toward creating an environment in which people feel comfortable sharing information.

Suzie: What specific steps can feedback subjects take to follow up – how do they do this? Are there drawbacks to doing this?

Jerry:

  • First: the manager reviews her report and works to identify the key issues brought up by Raters.
  • Next, she meets with all those she works with regularly, “Here are the areas where I am doing well, and here are the areas in which I need improvement. What suggestions do you have that will help me improve?”

I encourage my clients to continue these meetings periodically throughout the year. My book describes this process in more detail.

Regarding drawbacks, some say that managers don’t have the time to have all these meetings. I say, they can’t afford not to have these meetings, and that the return on the investment of this time is too valuable to lose.

Suzie: Tell us about your book, Just Ask.Why you wrote it, who should read it, and why.
Jerry: Soon after I began coaching executives on their multi-source feedback reports, I developed a process for them to go back and meet, one-on-one, with the people they work with regularly.

Recognizing their reluctance to do this, I wrote, Just Ask, a fictional story of a manager who gets his first round of feedback, which is terrible, and he does nothing about it.

One year later he gets his second round of feedback and, as you would expect, it’s worse than the first. He decides to follow his consultant’s advice, and goes back and meet regularly with the people he works with.

The story follows his trials and tribulations, where he succeeds, where he fails and what he has to do to recover. It also shows over the year, what happens to the principle character, the others in his organization and the effect this all has on the entire organization.

I encourage all who are reading this 360 degree feedback article, and who are going through the multi-source feedback process – managers, their bosses, peers, direct reports, and all others who participate in the process to read the book.

Studies show that one reason why organizations may not benefit
from the multi-source feedback process is that people
receiving feedback do not follow up on that feedback.

Studies show that one reason why organizations may not benefit from the multi-source feedback process is that people receiving feedback do not follow up on that feedback. Hopefully this book will help all those using the process feel more comfortable following up on the process.

Suzie: How can readers of this 360 feedback degree article contact you?
Jerry: My website address, with all of my contact information is: JustAsk360
Suzie: Thank you Jerry for taking time to share your insights in your book and in this 360 degree feedback article!


360 Feedback

Need 360 Feedback Assistance?  If you are starting or considering a 360 feedback project consider 20/20 Insight software SYSTEM that makes possible for you to easily measure the performance of a person, a team or the entire organization with customized surveys and done-for-you-survey-templates. 

If you would like to talk through your project with in a complimentary consulting call, or you think you want survey administration and facilitation assistance, contact Suzie Price.


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