Currently, 360 feedback is in a fad stage. Just like many HRM fads, many
companies and consultants will jump on this fad. For those who are
pondering the leap, a few notes of caution are worth considering.
First, not all 360 feedback instruments are created equal. In 1978,
Morrison, McCall & DeVries at the Center for Creative Leadership (CCL)
reviewed 24 instruments and concluded that three stood out from all the
rest. In 1991, Van Velsor and Leslie of CCL reviewed 40 instruments and
selected 16 as the better instruments. Van Velsor, Leslie and Fleenor of
the CCL have just published a new book entitled, Choosing 360: A
Guide to Evaluating Multi-rater Feedback Instruments for
Management Development. I have not seen this publication, but have
ordered a copy. The number for ordering CCL publications is 910
545-2805.
Second, the use of 360 feedback is only a starting point. It works best
when you have (1) active support and participation of top
management, (2) initial & follow-up/refresher training for the
participants, and (3) a group of managers participate in the feedback and
training as an in-tact team.
I have written a couple of articles on the use of 360 feedback and am
working on a third. If you would like copies send me your snail mail
address and I will send them to you.
Frank Shipper Phone: (410) 543-6333
Perdue School of Business Fax: (410) 548-2908
Salisbury State University E-mail:
fmshipper@ssu.edu
Salisbury, MD 21801