Our research shows that leadership self-assessment correlates to performance outcomes like employee engagement, turnover, safety, customer service, or profitability only half as reliably as ratings from everyone else (manager, direct reports, peers, and others). Some leaders rate themselves much higher than all the other raters. Other leaders don’t see their own strengths and assess their effectiveness much worse than everyone else does.

Leaders who get the most benefit from their 360 feedback assessments pass through three stages of Acceptance to Prioritization to Making Change Happen. Here’s a summary of the key steps in each of these stages from Joe Folkman’s white paper Turning Feedback Into Change:

Acceptance:

1.      Complete Honesty

2.      Concern for Others

3.      Valuing Differences

4.      Optimism

5.      Listening to Learn

Prioritization:

The intersection of our strengths/competencies, passion, and organizational needs produces a powerful combination that sustains long term efforts to improve. It’s one of the key reasons leaders building their strengths are rated 2 to 3 times higher in 360 reassessments 18 – 24 months after than those gritting their teeth and trying to improve weaknesses.

Making Change Happen:

1.      Find the Real Problem

2.      Move Toward Specific Goals

3.      Build a Support System

4.      Try it, You’ll Like It (After a While)

5.      Don’t Get Trapped by Beliefs

6.      Avoid Feeling Deprived

7.      Create Structure

8.      Have a Clear Vision

Click here for a complimentary download of Turning Feedback Into Change to get more information on each stage and it’s steps.