You may be interested in this article on 'Fierce Leadership' - which is really all about emotional intelligence: http://www.leadershipnow.com/leadingblog/2009/10/5_leadership_lessons_fi...
The section on feedback suggests we bin anonymous 360 Feedback and replace this with what the author calls 365 Degree Feedback, that is, face-to-face feedback.
I think anonymous and face to face feedback are complimentary, rather than either/or practices.
Face to face feedback is critical, especially between managers and their teams, and 360 Degree Feedback should never be used to replace face to face discussions and frequent, immediate feedback.
However there is strong case for anonymous 360 Degree Feedback where, for example, more junior team members don't have the confidence or the opportunity to provide feedback to senior people. 360 is also very useful because everyone responds to the same questions, and therefore any patterns of activity or behaviours that colleagues have observed will become clear, which is not necessarily the case with one to one feedback.
Everyone’s looking for a way to build a thriving and enjoyable workplace, where employees are engaged, fulfilled and committed. There isn’t one magic answer, but I believe strongly in the power of communication, and specifically, feedback.
I work with my team – alongside our client organisations – to put in place the mindsets, habits...