When debriefing a competitive individual, I'm often asked - what did everyone else score? Or, I find the recipient desperately trying to get all of their "scores" as high as possible.

Rather than trying to be great at everything - an outcome that if copied by everyone in an organisation would result in a set of identikits causing havoc - 360 degree feedback offers an opportunity to understand the impact of your behaviour on others and then to choose where you act differently. 

When debriefing, I sometimes ask the recipient; "Does this matter?"  This can particularly help when the recipient is at risk of trying to change too much.  It helps to prioritise and it also helps to acknowledge that no matter how tailored a set of questions have been asked of your respondents, some items just don't matter as much as others.  It can also introduce an organisational or tactical bias to the debate.  It may be desirable to improve on a particular competency but if the organisational focus and need is elsewhere, then it can wait for now.

360 degree feedback is much more about awareness and choices than it is about seeking perfection or high scores.

Brendan