A brief note here to highlight a post on the Harvard Business Review Blog from Scott Edinger in response to Marcus Buckingham’s original blog post of last month about what he saw as the ‘fatal flaws’ inherent in 360 degree feedback.
We have commented ourselves on this post (read here) already, but Scott Edinger’s post articulates very well where some of the reasoning made by Marcus Buckingham might lead to the wrong conclusion.
In essence, we see again that if the purpose or intention of 360 degree feedback is not aligned with where it adds most value i.e. to furnish an individual with useful subjective feedback that will help them craft a better plan for personal development, then of course it can be viewed negatively and perceived as not adding value.
Meetings within the workplace is a similar topic that we often hear lambasted as a activity, as in "Meetings are a waste of time"; what is meant is that ‘bad’ meetings are a waste of time – the proper purpose and intention for a meeting has been lost.
Success follows both these elements.