5 Reasons You Should Do a 360-Assessment Before a Coaching Engagement
by Christine Clapp, Founder & President
Spoken with Authority coaching engagements typically start with a 360-degree assessment. Our proprietary 360-degree feedback tool surveys at least 5 collaborators per participant via an online questionnaire, aggregates and anonymizes data, and compiles feedback into a detailed 360-Degree Assessment Report that focuses on a range of oral-communication competencies. The 360 Report, along with a self-assessment and coach's assessment, is used to set unique goals for each coaching participant and guide their coaching engagement.
Many of our clients are excited to get nuanced and concrete feedback so they know what communication skills they need to focus on in coaching to reach their professional goals. Other are unsure what value a 360-degree assessment brings to the coaching process.
If you are on the fence, here are the five reasons you should conduct a 360-degree assessment at the outset of your coaching engagement. Each reason has been curated from a helpful article that provides additional information as well as an insight from a Spoken with Authority client who completed a 360 with their coaching engagement.
1. Increase self-awareness:
“Having ratings from multiple people (we recommend at least a dozen) provides greater evidence that this [feedback] is much more than just one person’s opinion. Combined with accountability, this evidence serves as a strong impetus to change.”
Zenger, Jack, and Joseph Folkman. “What Makes a 360-Degree Review Successful?” Harvard Business Review. December 23, 2020.
What one of our clients said: "The 360 assessment was eye-opening and were things I needed to hear."
2. Provide clarity and accountability:
“You can’t tell someone to ‘be a better leader’ or ‘demonstrate company values’ without providing specifics for what that means. The individual you’re telling won’t know what to do with that information. 360 degree feedback assessments drill down to those specifics. They clarify behaviors which then allow you to make a legitimate judgment on whether a person demonstrated the behavior or not. This, in turn, creates accountability for those behaviors.”
Rogel, Charles. “8 Benefits of 360 Degree Feedback.” DecisionWise.
What one of our clients said: "One of the most valuable aspects of the coaching engagement was receiving the 360-degree feedback. It was extremely helpful."
3. Identify blind spots:
“A blind spot in leadership is like a blind spot in your side view mirrors. You think you are seeing the full picture, but there are some things you just can’t see.
“If you are human, you have blind spots. A 360 can illuminate glaring blind spots. [ . . . ] Your blind spot resides in the gap between your intentions and their perceptions, and research repeatedly shows that others are better than you at recognizing how your personality affects your performance.”
What one of our clients said: "While I felt very enthusiastic about my work, the 360-degree survey feedback indicated my colleagues didn’t see this enthusiasm. My coach then helped me with strategies to be more engaging and to convey my enthusiasm and personality while presenting."
4. Set strategic goals:
“The key to making the most of the [360] process is to isolate a limited number of key strengths and cornerstone improvement priorities. Remember that this process isn’t only about focusing on the negatives. The cornerstone strengths uncovered will become powerful allies in the development efforts. Regarding the development priorities, I recommend identifying ‘One Big Thing’—a single priority of focus. Individuals can add other secondary items but should zero in on a single focus point.”
Houp, Brian. “Six Keys To Maximizing Your 360-Degree Feedback Process” Forbes. January 23, 2023.
What one of our clients said: "I was impressed how my coach was able to put together the information from my 360-degree assessment, my self-assessment, along with their observations [to set goals for the coaching engagement]."
5. Inform coaching:
“Receiving, evaluating, and discussing a 360 feedback report is assessment. But development is what happens afterward — and development is what matters most to organizations.
“For the organization and the individual to maximize the effectiveness of implementing a 360 initiative, there needs to be a process for creating a development plan, as well as support and follow-through.”
What one of our clients said: "One of my original goals for coaching, which was also identified in my 360-degree assessment report, was to be more concise and clear. The Sandwich Structure Method [my coach taught me] has been a win-win for me to achieve these goals."
It’s true that getting honest feedback can be uncomfortable. But it’s far better than the frustration of completing a coaching engagement that doesn’t equip you with the skills and habits you need to thrive in your organization and as a leader. Conducting a 360 at the start of your coaching engagement will help you get the most out of the investment of time and money you are making by increasing self-awareness of your communication behaviors, revealing blind spots, offering clarity into what you need to focus on, and focusing coaching support on what matters most to your professional development.
Learn more about Spoken with Authority coaching engagements and book a call to discuss which coaching option is the right fit for you.
