In today's working world, which is characterised by dynamism and complexity, 360° content calls on managers to fundamentally rethink their approach. The term stands for comprehensive feedback in which different perspectives from superiors, colleagues, employees and sometimes also customers come together. This type of information gathering helps managers to better recognise their strengths and areas for development and to work on them in a targeted manner. In this way, 360° content enables a holistic view of leadership behaviour and opens up new paths for personal and organisational development.
Why 360° content is becoming increasingly important for managers
Modern leadership is multidimensional and requires the conscious handling of diverse requirements. One-sided feedback from just one hierarchical level is no longer sufficient to reflect the overall impact of a manager. 360° content bundles differentiated feedback and thus promotes realistic self-perception. Especially in companies with complex interfaces, this method helps to make blind spots visible and thus to work on weaknesses in a more targeted manner.
For example, a manager from a medium-sized company reported that the 360° feedback showed that although her professional expertise was strong, there was potential for improvement in her communication with employees. This realisation led to targeted workshops and coaching measures that sustainably improved communication behaviour.
Another example from a hospital organisation illustrates how 360° content has made collaboration between departments more transparent. Different perceptions regarding responsibilities and the passing on of information became apparent there. The managers used the feedback to define clear interfaces and effectively optimise communication channels.
In a global management consultancy, 360° content also helped managers to better understand and appreciate cultural differences in the teams. The variety of feedback enabled individual management styles to be better adapted and team dynamics to be strengthened.
360° content as the key to leadership development
The use of 360° content goes far beyond mere assessments. They promote self-reflection and enable managers to work specifically on their impact. The diverse feedback provides the basis for customised development plans.
In an industrial company, the use of 360° content showed that trust in the team increases as soon as managers deal with feedback openly and transparently. Employees expressed themselves more freely and a constructive climate was created in which improvements could be developed together.
One software company observed that managers specifically expanded their leadership skills through 360° content by attending specific seminars on emotional intelligence and conflict management. The measurability of progress was supported by prepared feedback reports.
Also in the financial services industry, the systematic collection and evaluation of 360° content helped managers to organise their management styles more flexibly and react more quickly to market changes. This enabled teams to work more adaptively and productively.
BEST PRACTICE with one customer (name hidden due to NDA contract)
In an international manufacturing company, the management culture was significantly improved with the help of 360° content. Feedback from various departments showed that although there was a high level of technical expertise, there was a lack of development of a standardised understanding of leadership. The managers were supported with individual development plans and regular feedback cycles. The result was tangible: a stronger feedback culture and improved teamwork.
Practical tips for dealing with 360° content
For 360° content to be fully effective, managers should consider the following approaches:
- Practising openness and transparency: An open attitude towards feedback enables real development.
- See feedback as a gift: Even critical feedback provides valuable impetus for growth.
- Recognise patterns and work in a focused way: Topics that appear in several feedback reports deserve special attention.
- Involve professional support: Coaching or mentoring supports the implementation of the findings.
- Establish regular feedback cycles: Continuous feedback helps to anchor positive changes in the long term.
Another example from the healthcare sector shows that the combination of 360° content and targeted coaching helps to recognise potential for stress and conflict at an early stage. Managers thus gain room for manoeuvre and can better support their teams.
My analysis
360° content effectively helps managers to orientate themselves better in a complex, multi-layered terrain. They offer a systematic way of harmonising self-perception and the perception of others, thereby promoting the individual development process. The many confirmed practical examples from various industries show how valuable this all-round view is for promoting leadership skills, strengthening cooperation and improving the corporate culture.
Managers would do well to see 360° content not only as a tool, but also as a long-term support in the transformation process. iROI-Coaching is available here as an experienced partner to provide targeted support for 360° content projects and to achieve the best possible benefits for all those involved.
Further links from the text above:
How 360° content can revolutionise your management work
Why 360-degree feedback is so important for managers
Advantages and disadvantages of 360-degree feedback
360-degree feedback: a comprehensive guide
360-degree feedback: the all-round view for managers
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