360 Feedback Explained with Jane Millar

360 Feedback is a leadership tool designed to find out how individuals are doing within their organisational role.
A 360 survey is created with a series of behavioural statements and is sent to a range of people in an organisation, including people who work for you and peers. This ensures a broad picture of how you are perceived by all parts of the organisation - normally between 12 and 15 people are asked to participate in the survey.
The survey consists of behavioural statements, asking to rate you according to a scale. People can also be invited to leave comments in a confidential space. Confidentiality is key to ensure open and honest responses.
The output of the survey takes the shape of a report. The report should be debriefed by a coach so that you are not left wondering what it means.
The report can be used to shape the course of your personal development, identifying blind spots or issues that you may wish to work on. It offers a fresh look at what you are doing and can help once you have started in a new role or have gone through a period of change.
Typical competencies addressed in a 360 could include influencing and team working and they can be tailored to particular skill sets such as sales or accounting.
A coach can help the individual to understand the report and to develop an action plan, whether it be reinforcing positive points or addressing issues that have a negative impact on the responders.
Identifying feedback that is important as opposed to general feedback that does not need much time worrying about, is also the key role of a coach.
Behaviours across different groups within an organisation can also be picked up during this process, e.g. if the individual is not treating certain groups/individuals the same as others.
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Jane Millar is an international Executive Coach who works with a number of leading business schools and organisations. She is a specialist in the Myers-Briggs type indicator, also known as MBTI.
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