You may be aware that 360 degree feedback is often cited as having started in the US military. A modern day article in praise of 360 degree feedback gives an interesting take on how 360 is seen by a colonel in the US.
The most interesting quote is as follows
This underscores one of our fundamental beliefs. Peers and direct reports are often much better placed to give feedback than managers. It also begins a fight against the assumption that peers and direct reports will fall foul of some ulterior motives when completing 360. In the overwhelming majority of cases that I have reviewed 360 reports and discussed their contents with a recipient, the feedback is both fair and balanced.
Brendan
The most interesting quote is as follows
"Three-hundred sixty degree evaluations are more likely than the current system to identify morally courageous and innovative leaders. Our subordinates judge us every day, but we’ve created a system to make sure that promotion boards never hear those judgments, and our officer corps is worse for it. Some fear that 360 degree evaluations will become ‘popularity contests’ but in my experience those fears are unfounded. Troops admire leadership and despise pandering, and have a much better record than promotion boards of distinguishing between the two."
This underscores one of our fundamental beliefs. Peers and direct reports are often much better placed to give feedback than managers. It also begins a fight against the assumption that peers and direct reports will fall foul of some ulterior motives when completing 360. In the overwhelming majority of cases that I have reviewed 360 reports and discussed their contents with a recipient, the feedback is both fair and balanced.
Brendan
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