You probably already know that 360 assessments can give you comprehensive feedback on your job performance by giving you a view of yourself from multiple perspectives \u2014 including your direct reports, peers, bosses, and superiors, as well as your own self-perception.<\/p>\n
We pioneered using 360 assessments for development<\/a> and believe 360s are a critical tool that can be used in a wide array of leadership development initiatives. Understanding your 360 results is essential for helping identify your strengths and development needs, and for improving your self-awareness around critical leadership competencies<\/a>. These results can also give you specific direction for how to improve and take your leadership skills to the next level.<\/p>\n At CCL, we\u2019ve conducted many studies on the use of assessments and 360 feedback results.<\/p>\n We\u2019ve also examined how executives can keep their career on track instead of derailing<\/a>. \u201cDerailed\u201d is a term that Morgan McCall and Mike Lombardo coined nearly 50 years ago to refer to the careers of high-performing employees identified as having the potential to move up in the organization and take on higher levels of leadership responsibility, but who don\u2019t live up to that evaluation of their potential. They plateau below their expected level of achievement, or they reach higher levels only to fail miserably, resulting in being demoted or fired. For these managers, their careers have derailed <\/i>from the track that their organization had expected them to stay on.<\/p>\n By studying the traits of those who have derailed and those who made it to higher levels of the organization, our researchers have identified the characteristics that indicate a leader is more or less likely to derail<\/b>. These are helpful to keep in mind when interpreting 360 feedback results. Among our findings:<\/p>\n Based on these findings, here are the 3 key takeaways from our study:<\/p>\n In our research, task leadership<\/em> includes the following work responsibilities:<\/p>\n Interpersonal leadership<\/em> includes the following:<\/p>\n Make a proactive plan to improve in both these areas<\/strong> based on your 360 results, and your leadership effectiveness will significantly increase.<\/p>\n While it\u2019s important to pay attention to feedback from your direct reports, supervisors, and others in your 360 results, you may want to give extra weight or attention to your peers\u2019 ratings of your leadership skills<\/b>, given how effective these ratings in particular have been found at predicting career derailment.<\/p>\n Self-ratings help you see how you rate yourself on leadership skills \u2014 relative to your direct reports, peers, and supervisors. How you rate yourself in relation to your raters<\/i> provides an indication of your perceived risk level of derailing in your career.<\/strong><\/p>\n Specifically, if you receive higher leadership ratings in your 360 results and<\/i> your self-ratings are in agreement with your raters\u2019 ratings, you tend to be more self-aware and therefore aren\u2019t very likely to derail in your career.<\/p>\n On the other hand, if you discover in your 360 results that you tend to score yourself higher than your raters do, this can indicate that you have a higher risk of career derailment. If you find yourself in this situation, consider taking active steps to work on increasing your self-awareness<\/a>\u00a0and seek out some coaching to improve your performance<\/a>.<\/p>\n Setting goals and creating a development plan of action are just as important as measuring and assessing your current skill levels.<\/p>\n The best way to approach your 360 feedback results is to give yourself some time to think about the ratings. On your own \u2014 or with help from a trusted peer or mentor \u2014 you can reflect on the competencies and consider what you do well and not as well. Then, ask yourself these questions:<\/p>\n Next, think about 1\u20132 development goals. You might:<\/p>\n Regardless of which you choose, take a look at our tips for setting achievable goals<\/a>. You may want to consider sharing with your raters 3 things you learned from your 360 results and 3 things you plan to do based on their feedback. You can also ask for their help in holding you accountable as you work toward your 3 new goals.<\/p>\n Finally, think about using your experiences to fuel your development<\/a> and whether you could seek out developmental assignments or other experiences to help you learn to lead<\/a> and bring you closer to your goals.<\/p>\n In summary, 360 feedback results can be valuable to both you, as an individual leader, and to your organization, playing a critical role in facilitating your growth and development over the course of their career.<\/p>\n Our world-class leadership coaches<\/a> can help you get more actionable insights from your 360 results, and coaching on your 360 feedback is included in nearly all our core leadership training programs<\/a>.<\/em><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":" You know a 360-degree assessment provides valuable feedback on your job performance from multiple perspectives. But do you know how best to interpret it so you get the most out of your 360 results?<\/p>\n","protected":false},"author":130,"featured_media":49964,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_oasis_is_in_workflow":0,"_oasis_original":0,"_oasis_task_priority":"","footnotes":"","_links_to":"","_links_to_target":""},"tags":[],"class_list":["post-49963","articles","type-articles","status-publish","has-post-thumbnail","hentry","categories-assessments-360s","categories-derailment","audience-leaders-managers","audience-alumni","region-global","article-type-leading-effectively-articles"],"acf":[],"yoast_head":"\nYour 360 Results Can Help Prevent (and Predict) Career Derailment<\/h2>\n
\n
How to Interpret Your 360 Assessment Results: 3 Takeaways<\/h2>\n
1. Improving task<\/em> and interpersonal<\/em> leadership skills will reduce your risk of derailment.<\/h3>\n
\n
\n
2. All raters matter, but especially consider 360 feedback results from peers.<\/h3>\n
3. Self-ratings are especially useful for comparing self-perception vs. others.<\/h3>\n
Reflecting On Your 360 Results<\/h2>\n
\n
\n
Ready to Take the Next Step?<\/h2>\n