Concluding Remarks
A key factor that contributed to the success of the 360-degree feedback processes described above was that these organizations had a clear sense of what they wanted to accomplish through the use of feedback. In each case, there was a well-defined goal that enabled those involved in designing and implementing the process to identify which skills and practices would be emphasized, both when gathering the information and when coaching the participants.
In our experience, this focus on goals—the why of the process—is of paramount importance in deciding on the how’s and the who’s that will make the program maximally effective. Processes that are initiated for uncertain reasons almost inevitably achieve uncertain results.
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