Also known as 360-Degree Feedback, this method is apowerful development tool designed to improve both individual competencies andinterpersonal relationships in the workplace.

Contrary to popular belief, 360° feedback is not anend in itself—it’s a means to achieve change, growth, and progress through astructured process that leads to a development plan.

At its core, the process helps individuals gaingreater self-awareness, receive constructive input from multiple sources, andidentify concrete paths for professional improvement.

Key Questions Answered in This Article:

1. What is 360° Feedback?
2. What are the benefits of this approach?
3. When should you implement a 360° Feedback     process?
4. How does the 360° Feedback process work?
5. What are the main steps involved?
6. Who should deliver the process?

1. What Is 360° Feedback?

According to Coaching de Gestion Inc., 360°feedback is:

“A tool to enhance self-awareness and providedevelopment insights.”

It gathers evaluations from a variety ofstakeholders:

• Managers
• Peers
• Direct reports
• Clients
• Partners or suppliers

These diverse perspectives offer a well-roundedview of an individual's behavior, soft skills, and leadership effectiveness.

Originally introduced in the 1940s by the U.S.military, this method has since been widely adopted by organizations across theworld to foster performance, personal growth, and leadership excellence.

2. What Are the Benefits of 360° Feedback?

For the individual, it helps:

• Understand how others perceive their behavior
• Identify gaps between self-perception and     external perception
• Recognize strengths and uncover areas for     development
• Design targeted action plans for professional     growth

For the organization, it allows leaders to:

• Identify performance drivers and development     needs
• Assess individuals’ readiness to achieve     strategic goals
• Reinforce organizational values and leadership     culture

3. When Should You Use 360° Feedback?

This approach is especially effective when:

• Developing managerial and leadership skills
• Preparing for a new role or promotion
• Designing personalized training and     development programs
• Encouraging self-reflection and accountability     among team members

4. How Does the 360° Feedback Process Work?

• A detailed questionnaire is distributed to the     participant (also called the subject) and to selected respondents (peers,     subordinates, managers, etc.).
• Feedback is collected confidentially and     compared to identify perception gaps.
• Results are analyzed and discussed during a     coaching debrief, leading to an actionable development plan.

5. The 6 Key Steps of the 360° Feedback Process

1. Design the Questionnaire: Tailored to the     company’s context and objectives
2. Identify Respondents: Chosen by the     participant for relevance and credibility
3. Distribute the Survey: Collect feedback     anonymously
4. Compile the Data: Analyze results and     perception gaps
5. Communicate the Results: Through a secure,     guided feedback session
6. Develop a Personalized Plan: Turn insights     into a clear growth roadmap

6. Who Should Conduct a 360° Feedback Process?

Given the emotional sensitivity and strategicimportance of the process, it should be administered by:

• Certified executive coaches or HR     professionals
• Experts familiar with the organization’s     culture and goals
• Professionals trained in feedback facilitation     and psychological safety

It’s strongly recommended to customize thequestionnaire to match company-specific competencies and HR strategy.

Key Success Factors

To ensure a smooth and impactful process:

• Conduct it in a stable, crisis-free     environment
• Ensure management buy-in—leaders should also     participate
• Verify that respondents know the participant     well
• Guarantee confidentiality and anonymity
• Use objective interpretation of results
• Commit to implementing the development plan

Poor communication or mishandled feedback can leadto misinterpretation, resistance, or emotional tension, so careful planning iscritical.

Recommended Reading

“Le 360°: Un outil pour développer les managers”
By Laurence Handy, Marion Devine, and Laura Heath, INSEP Éditions, 1999.

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