Executives can benefit greatly from 360 degree evaluation, a process where they receive candid feedback from employees, peers, and others. This anonymous feedback can push them to improve and expand their skills, especially when they’ve hit a plateau. Jeff Nally, an HR expert, emphasizes that this approach should help leaders step out of their comfort zones, making it a valuable tool for assessing new leaders as well.

However, it’s crucial to avoid misusing 360-degree feedback as a performance management tool to target ineffective managers. Instead, it should focus on development. To ensure leaders don’t become defensive, anonymity can be maintained for direct reports while higher-ups provide feedback openly. The process should be framed positively from the outset, with leaders setting specific goals and tailored survey questions, such as what they should start, stop, or continue doing.

Companies like Cox Communications and Boston Scientific leverage 360-degree coaching to improve leadership skills. It helps newly promoted managers integrate better with their teams and adapt their leadership styles based on employee feedback. Acknowledging and thanking participants for their feedback fosters a commitment to growth, and external coaches or self-administered assessments can further aid in development. Overall, the comprehensive nature of 360-degree coaching can bring teams closer together and facilitate professional development, making it increasingly relevant in the context of remote work and limited face-to-face interactions.