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Interesting info Steve. Tks. Viji

Wally Bock

Nice post, Steve. 360 degree feedback is still feedback which makes it something that lots of folks would just as soon avoid. It seems much nicer and easier to believe you're doing great, rather than find out what areas need a bit of tuning up. It's easy for a boss to be like that because people kiss up to the boss. That feels good, so the boss is not likely to want to hear any negative feedback and, because the boss has power, subordinates are reluctant to risk offering it.



The 360 process works well in part because of anonymity. One can say that if a manager had the proper kind of relationships, anonymity wouldn't be necessary. But the fact of the matter is, sometimes things are tense, life isn't perfect, and there needs to be a critical mass of information that allows someone to go "Wow! I didn't know that I was having that kind of impact. Maybe it's time to actually do some things differently."

Sometimes there is overwhelmingly positive feedback in an area the recipient thought was lacking. This is equally important. With that kind of info, the manager can stop putting emphasis in the wrong places and start focusing on the areas that will make a difference in the life of the work group.

As always, thanks for stopping by Wally.

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