360° Assessment – good, bad or ugly?
I am still not sure how I feel about 360° Assessment, positive or negative. Actually before starting to work on my leadership assignment I had some prejudice that this type of assessment is highly bias and unreliable, as it based on people’s judgments on one person. However, while I was searching for information about leadership deployment I was constantly coming on 360° Assessment with all it benefits and the prove of being leadership tool number 1 for all times! Let’s consider some of the followings:
- Highly effective in situational leadership, when person was asked to play a certain role in the team;
- Covers views from different perspectives (boss, peers, subordinates, self-assessment, sometimes customers);
- Helps to identify some areas for improvement and learn;
- Brings changes not only on personal level but on organizational;
On the other hand, it is still not so clear and obvious if this assessment mainly lead to positive changes or not. In support of this uncertainty the following drawbacks we defined:
- Assessed person can be too fragile to accept negative feedback, which may lead to retire into themselves;
- Cannot be applied to a person, whose constantly dealing with project work;
- Assessors might be fraught with spoiling relationships with candidate.
To sum up, I decided for myself, that this assessment had very good aim in the beginning of its application to numerous companies; however, in majority cases the proper conditions were not formed to use it effectively (for example, uncompetitive corporate culture, being sure that assessors were observing person’s performance over certain time and so on)