“The 360-Degree Feedback for Leadership Development”

Maldonado, Edwin

Trident University International

Dr. Snider, Jeffrey

LED402 Module 3 SLP Assignment

 “The 360-Degree Feedback for Leadership Development”

Introduction

Leadership development needs intervention in order to manage and assist the leaders and

organizational members in the process of carrying out transformation in the organization. The

focus of the intervention is to improve the necessary capabilities and understanding in order to

guarantee positive results. It will also allow the leadership to improve its competence to lead and

direct the organization. Furthermore, the intervention during the leadership development is also

necessary to ensure that the leadership will have the capability to fulfill its roles and

responsibilities during the commencement of the program. The collection and relaying of

insights and feedback will be instrumental in ensuring the positive results of the development

approach through the 360-Degree Feedback since the necessary changes to be made and how to

realize it will be determined.

Cases

The leadership development in the first scenario failed since the method introduced for

the 360-Degree Feedback was unable to comply with the standards. The leaders did not make

any planning and preparations in making a feedback survey. For this reason, the feedback

gathered cannot be relied upon in order to make the leadership development accurate and

successful. According to Taylor et al. (2018), the method to be utilized should comply with the

standards of the instrument set by the model so that the purpose of the intervention will be

achieved. In order to have accuracy in the answers of the participants, the questions to be

included must be aligned with the skills, position and knowledge of the leaders. The success of

the intervention will rely upon the accuracy of the results of the survey based from the answers

of the participants.
 In the second case, the leadership development also failed. There are inaccuracies in the

results since the participants of the survey became dishonest in answering the questions due to

the fear that their answers can be used against them. According to Lepsinger (2008), the 360-

degree feedback and leadership development will fail if the participants will not be honest in

answering the survey questions given to them. Since the survey questions were not answered

properly and there are inaccuracies in the results, the leadership development will not be able to

determine the actions that must be taken in order to improve the leadership. Furthermore, the

actual weak and strong points of the leadership cannot be determined if there will be inaccuracies

in the results which will be the basis of the leadership development approach that must be taken

by the management.

Even if an organization will purchase a 360-degree feedback from a third party, errors

can still occur. In the last case, the company would like to improve the leadership by enhancing

their skills. However, the company purchased an instrument intended for the teamwork and

communication qualities of the supervisors. Since the instrument is not aligned with the goal and

purpose of the leadership development initiative, it failed. For this reason, it is important that the

instrument to be used will be aligned with the needs and objective of the organization in order to

prevent the occurrence of errors and inaccuracies. Basically, it is necessary that the question on

the instrument will be anchored with answering the actual needs and objectives of the

organization in developing the leadership.

Conclusion

The 360-degree feedback is an effective instrument to be used as leadership development

intervention tool. However, organizations must be wary of the standards that must be followed in

order to ensure its success. Furthermore, it is also important that there will be accurate answers
that will be used as data or information in evaluating the areas of leadership that must be

enhanced. The instrument to be used must also be appropriate and suitable with the needs and

goals of the leadership development initiatives.

References:
Lepsinger, Richard & Lucia, Anntoinette D.. ( © 2009). The art and science of 360

degree feedback, second edition. [Books24x7 version]

SelfStir. (n.d.). Survey. Retrieved from,

https://www.selfstir.com/member/survey/userTraits/create/s/9990

Taylor, S., Chappelow, C., & Fleenor, J. (2008). Leveraging the Impact of 360-Degree

Feedback. Hoboken, NJ, USA: Pfeiffer. [EBSCO eBook Collectio