I have used self-assessments, 180’s (self + colleagues) & 360’s (self + colleagues + supervisor) for many years now.  It is exciting to receive the data and process this information with leaders.  Sometimes the data affirms, other times it challenges and in some situations, the information can be surprising.

Awareness is the first step to change!

Let me explain.  A number of years ago I was assessing a leader’s management style to determine if he had the skill-set to take more responsibility in supervising key staff.  He was an excellent speaker in a large, growing church.  But was unaware that his management style was driving people away.  In conversation with members of his team, they were open with their feelings which were confirmed by the data.  When I administered the assessment the leader was confident his scores would reveal his expertise in empowering his team; unfortunately, it exposed glaring weaknesses in his ability to manage those around him.  In fact, that assessment, along with anecdotal evidence, thoroughly convinced his boss that he was not the man for the job and eventually, led to his resignation.

This was NOT the intended purpose of the exercise, but it illustrates the power of a 360.  Data does not lie – it simply is!  Here are a couple of questions to determine if an instrument, like the Management Effectiveness Profile (scroll down the page to Management) could be a helpful exercise for you and those you coach..

  • Have you assessed your management style?
  • Have you helped those you coach, assess their management style?
  • How could the Management Effectiveness Profile help people in your team or organization understand their strengths and weaknesses?

 

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