Top 4 indicators that tell you whether you are ready for 360

 Not everyone should do a 360 and not every organisation should invest in 360 either. Yet 360 can be a really useful and powerful intervention when used in an organisation that’s ready for it.  It can turn bad performers around and can transform the lowest self-esteem into confidence or the toughest skin into mature self-awareness.

The top four factors that indicate your organisational readiness include:

1. Intention to grow – is your organisation aiming to expand and improve?  An objective to simply maintain your current position and effectiveness will not be sufficient to drive a growth strategy or an intervention like 360 but if you have an ambitious goal then 360 should support you well.

2. Emotional openness – do your leaders have an emotional maturity and a state of mind which means they are open to receive feedback?  As Sigmund Freud said, not everyone is necessarily in a state to “receive insight”.  There needs to be a level of security and stability for enquiry and exploration to be a valuable process.

3. Integration and support – is there a willingness to integrate individuals’ or aggregate data with other data sets and to have developmental conversations? Offering skilled specialist support and coaching ensures all participants get the input they require for a transformational result.

4. Senior engagement – ensuring the top leaders are fully engaged with the process makes a significant difference to the outcome and results for those involved.  Including them in the design of the instrument and the process is a great way to ensure you deliver strategic impact.  Starting at the top is a useful way forward as long as there is genuine interest.

If your organisation ticks these four boxes then 360 may be for you….download our free paper on the “Secret to running a transformational 360”

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