THE INCREASING POPULARITY OF 360-degree assessments (360s) seems to rely on a rock-solid stream of logic. Leaders’ behaviors are important to the organization because well-behaved leaders balance what gets done with how things get done. This balance increases their own effectiveness and their team’s engagement and performance, which translates into superior financial results. So if we regularly give leaders 360-degree feedback, they will be motivated to improve their behaviors and the average quality of leaders and results will continually increase. It is a wonderful theory, but it bears little resemblance to reality.
Although 360s can help build better talent faster and therefore improve an organization’s results, few ...