How to Know Who’s Ready for a 360 Review?

In the world of organizational development, one of the most powerful tools at our disposal is the 360 review. It's like a high-powered telescope that allows us to see an individual's performance from all angles. But just as a telescope is only as good as the astronomer who uses it, a 360 review is only as effective as the individual it's conducted on. So, how do you know who is the right person for a 360 review? 

First, let's debunk a common myth. Many organizations believe that 360 reviews are only for senior leaders. While it's true that these reviews can provide valuable insights for those in leadership roles, they can also be beneficial for individuals at all levels of the organization. The key is not the individual's position, but their mindset.

Here are some characteristics of individuals who are likely to benefit from a 360 review:

1. Hungry for Feedback: The individual should not only be open to receiving feedback, both positive and negative, but hungry for it. They see feedback as a tool for growth, not a weapon for criticism.

2. Committed to Growth: The individual should have a genuine desire to grow and develop. They should be willing to take action based on the feedback they receive.

3. Resilient: The individual should be resilient. Receiving feedback, especially negative feedback, can be challenging. The individual should be able to bounce back from setbacks and use them as opportunities for growth.

4. In a Leadership Role: While 360 reviews can be beneficial for individuals at all levels, they are particularly valuable for those in leadership roles. This is because leaders' actions have a significant impact on those around them, and feedback can help them understand this impact and course correct where needed.

Now, let's talk about how to identify these individuals:

1. Observation: Pay attention to how individuals respond to feedback and challenges. Do they see them as opportunities for growth, or do they become defensive?

2. Discussion: Have a conversation with the individual about their career goals and their willingness to receive feedback.

3. Assessment: Use assessments to gauge the individual's resilience and openness to feedback.

So ,the right person for a 360 review is not determined by their position, but by their mindset. When conducted on the right individual, a 360 review can illuminate blind spots, foster self-awareness, and drive the type performance that you want and need inside the business.