Despite all the hullabaloo about how 'accurate' 360 degree profiles are, none of them are accurate - even ours! Why not? Well come on, think a minute. When you fill in a questionnaire like this, your answers will almost certainly be influenced by who you are (easy going, demanding...), what you think about the Recipient (nice guy, nasty...), what's going on (just got a pay rise, a popular person got fired...), even whether you're in a hurry or have time to ponder! 360s are not absolute scores of your abilities - even when they claim to be! They are feedback, a useful guide, often telling you a lot about the environment.
As a result, all 360s, no matter how large a number of people they have been tried on, have a high SD (Standard Deviation). But even though they are not an accurate 'measure of a manager' (perish the thought!), they still are quite useful.
What to look at
In general, with a rating scale it's best to prioritise the weakest (worst) ratings you are given as the areas for development. Also be sure to note the best ratings as your perceived strengths. The actual numerical score is not so important.
It's also very useful to compare the ratings you get from different groups of Respondents - do you get along better with your manager? Or do they know things that the staff don't? If your perceptions differ a lot from others (there are gaps appearing), what would cause that? Sometimes you may be worrying needlessly about issues, other times you may not be aware of them. As with the scores, the gaps will be dependent on the people and the situation, and each profile is individual in that respect.
While your profile many suggest issues that require attention, change can come from the team as well as from you, the manager. It is always a matter of perception, issues sometimes require change, sometimes it's PR (communication) that's lacking!
This advice is pretty much the same for any scale. The great value of Leaderskill's 360 Facilitated® scale is that is that you are not being judged, only being asked to do more or less - and that makes the feedback a lot easier to receive, and much more useful to act on.
Labels: 360 Facilitated, 360 feedback, Questionnaire