Ideally, the feedback people receive should continue to resonate and provide motivation for change not only in their current jobs but in their future jobs as well. Even when the formal follow-up comes to an end, learning can continue, and people can be actively engaged in trying to develop the skills that require improvement. As noted earlier, such life-long learning is a key factor in the success achieved by top executives. In organizations in which continual learning is part of the corporate culture, the insights gained from 360-degree feedback become integrated into people’s ongoing development.