Modern managers are faced with the challenge of continuously reflecting on and developing their impact and competences. 360° content plays a decisive role here. They enable a comprehensive view of strengths and areas for development by bringing together feedback from different perspectives. Many clients report that 360° content gives them new impetus for their leadership work and enables them to work specifically on their impact.
Why 360° content is important for managers
Managers today work in complex organisations with multiple interfaces. One-sided feedback is no longer enough to understand your own impact. 360° content offers an all-round view that takes different perspectives into account. Managers not only receive feedback from superiors, but also from colleagues, employees and sometimes even external partners.
A practical example: In a medium-sized company, a manager was supported by 360° content. The feedback showed that although the manager was very competent professionally, there was potential for improvement in the areas of communication and appreciation. Based on these findings, it was possible to work specifically on communication.
Another example: In an international group, a management team was accompanied by 360° content. The feedback from various countries and departments showed that although the managers were well organised, there was room for improvement in the areas of empathy and listening. Based on these findings, targeted measures were implemented to improve empathy and listening skills.
A third example: In a start-up, a manager was supported by 360° content. The feedback showed that although the manager was very innovative, there was room for improvement in terms of structure and organisation. Based on these findings, it was possible to work specifically on the structure and organisation.
How 360° content is implemented in practice
Step-by-step guide to implementation
The implementation of 360° content takes place in several steps. First, a questionnaire is developed that asks about the relevant skills and behaviours. The feedback is then collected from various perspectives. The results are then analysed and discussed in a feedback meeting.
A practical example: In a large company, a questionnaire was developed to assess the skills and behaviour of managers. The feedback was collected from line managers, colleagues, employees and external partners. The results were then analysed and discussed in a feedback meeting.
Another example: In a small company, a questionnaire was developed to assess the skills and behaviour of managers. The feedback was collected from line managers, colleagues and employees. The results were then analysed and discussed in a feedback meeting.
A third example: In an international company, a questionnaire was developed to assess the competencies and behaviours of managers. The feedback was collected from line managers, colleagues, employees and external partners from different countries. The results were then analysed and discussed in a feedback meeting.
Practical tips for implementation
There are a few important tips to bear in mind when implementing 360° content. Firstly, the questionnaire should be formulated clearly and comprehensibly. The feedback should be collected anonymously in order to obtain honest answers. The results should be discussed in a feedback meeting in order to work specifically on further development.
A practical example: In one company, the questionnaire was formulated clearly and comprehensibly. The feedback was collected anonymously in order to obtain honest answers. The results were discussed in a feedback meeting in order to work specifically on further development.
Another example: In one company, the questionnaire was formulated clearly and comprehensibly. The feedback was collected anonymously in order to obtain honest answers. The results were discussed in a feedback meeting in order to work specifically on further development.
A third example: In one company, the questionnaire was formulated clearly and comprehensibly. The feedback was collected anonymously in order to obtain honest answers. The results were discussed in a feedback meeting in order to work specifically on further development.
Advantages of 360° content for managers
360° content offers numerous advantages for managers. They enable an objective assessment of one's own impact and competences. They promote self-reflection and further development. They strengthen acceptance and trust within the team.
A practical example: In one company, 360° content strengthened acceptance and trust within the team. The managers received honest feedback and were able to work specifically on their impact.
Another example: In one company, 360° content was used to promote self-reflection and further development. The managers received honest feedback and were able to work specifically on their impact.
A third example: In one company, 360° content made it possible to objectively assess one's own impact and competences. The managers received honest feedback and were able to work specifically on their impact.
BEST PRACTICE with one customer (name hidden due to NDA contract) In an international company, a management team was accompanied by 360° content. The feedback from various countries and departments showed that although the managers were well organised, there was room for improvement in the areas of empathy and listening. Based on these findings, targeted measures were implemented to improve empathy and listening skills. The managers reported that the 360° content gave them new impetus for their leadership work and enabled them to work specifically on their impact.
My analysis
360° content is a valuable tool for the further development of managers. They provide a comprehensive view of strengths and areas for development and promote self-reflection and further development. iROI Coaching supports projects centred around 360° content and helps managers to continuously reflect on and develop their impact and skills.
Further links from the text above:
Definition, process & success factors - 360-degree feedback
360 degree feedback: definition, process, info & tips
360-degree feedback: definition, process & advantages
360-degree feedback: the all-round view for managers
360 degree feedback: definition, examples & 3-step plan
360 degree feedback: How it works (with questionnaire ...
What is 360-degree feedback? A definition.
Carrying out 360 degree feedback: Definition, process and content
360-degree feedback: definition, process and rules
360-degree feedback: definition, process, benefits & tips
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