My view is that a well-structured and carefully designed feedback framework is absolutely critical for all aspiring leaders, for the reasons mentioned in the article. 360 Degree Feedback asks the same questions of all observers (as well as the individual's self assessment) and therefore obtains the feedback in a consistent way. This means that observers aren't just picking the bits of feedback they decide are important; it also makes it much easier to compare the self assessement with feedback from the observers, and the feedback from the different observer groups.
To be fair to both female and male leaders I think it's critical that their feedback processes are the same. 360 Degree Feedback is a great way of ensuring consistency and a stronger element of objectivity for everyone.
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...