Here's how you can maximize the advantages of gathering feedback from multiple sources.

When you collect feedback from a range of sources, you leverage a wealth of diverse insights that illuminate how your actions and decisions are perceived across various levels of your organization. This includes peers, subordinates, and superiors, each providing unique and valuable viewpoints. By actively seeking and working to understand these perspectives, you gain a more nuanced awareness of your leadership style and its organizational impact. Diversity of perspectives and feedback is instrumental in identifying and prioritizing areas for your personal and professional development, helping you make informed decisions to drive continuous improvement for yourself and your teams.

If formal 360 feedback is conducted, ensure that more raters than needed are included at all levels, beyond line manager and direct reports, to obtain diverse insights and behaviour patterns. Also, stakeholders served both internally and externally for more holistic results should be invited to provide feedback. Many raters opt not to complete the invite for a 360 due to the time involved or trusting it's anonymous, so it's paramount to include more than needed. The more perspectives you have, the better you can understand leadership effectiveness. If a 360 survey is not conducted, the coach can meet with relevant stakeholders and sponsors to obtain this information through interviews or by holding alignment meetings instead.

Sua profissão acontece quando o foco do que pretende estiver ligado a um plano seletivo de buscas, capaz de gerar quantidade com qualidade, tanto nas ações presenciais, como nas virtuais. Na arte do contato, iniciamos, desenvolvemos, decepcionamos e ficamos decepcionados; surpreendemos e somos surpreendidos, até que as conquistas, sempre em processo de reciclagem pelo entra e sai, gerem fatores de dependências mútuas, interesses e necessidades de compartilhamentos pelas adições aos processos - comprometimentos, cumplicidades, formação de grupos - e suas convergências pelos interesses em foco. #sergiodalsasso #feedback

Gathering feedback from multiple sources offers several key advantages. It provides diverse perspectives, helping to identify strengths and weaknesses from different angles and ensuring a comprehensive understanding of the subject. This approach also balances individual opinions with collective insights, mitigating the risk of bias and leading to a fairer and more accurate assessment. Additionally, feedback from multiple sources can highlight common patterns and recurring issues, increasing the reliability and validity of the feedback. Ultimately, receiving input from various stakeholders enables the identification of specific areas for improvement and the creation of more targeted and effective action plans.

Absolutely yes to a range of diverse sources and its important to consider also the purpose of the feedback so you can fine tune who to ask. For example canvassing feedback to get an picture of your overall leadership qualities, or potential for bigger roles, or managing a change initiative may benefit from reaching out to different categories or balance of feedback givers.

Framing multiple-source feedback through a strengths-based lens may help lead to taking the constructive approach. With positive feedback, you can reflect on how your strengths may have played a role in making it so. Then, a question can be: "what structure or mindset can I put in place to keep doing this?" With feedback that may point to a challenge, consider how that may be a result of an overused or misapplied strength. Perhaps an exceptional ability to influence others is great in one context but causes difficulty in others. If that is the case, then what other strength might be better deployed to remedy the concern? Overall, it's important to remember that the truth can set you free even if at first it may make you upset.

You get a constructive approach when you shift from feedback to feedforward. More useful than how I did it? is the question how can I do it better? When we focus in the past wether we notice or not, our brain is under attack because there is a possibility of mistakes affecting our image, status or credibility. But when we focus on the future and what can we do better, then the brain is not under attack and more with a looking forward attitude to new trials with adjustments and new results. Always ask your stakeholders not how you did but request specific ideas on how to do it better in the future and then let them know what are your adjustments, and let them know when you implement them.

Abordagem construtiva, in minha opnião, ser capaz de lidar com abordagem positiva e importante, mas crucial e saber lidar com a parte negativa, pois onde esta o grande desafio, entender que todos temos oportunidades de melhoria, visto que a vida e um processo de apresndizado continuo. Pense NISSO.

When considering "Regular Intervals," I believe there's another dimension often overlooked: the “Spiritual Aspect” of feedback. Spiritual Intelligence teaches us to view feedback not just as data but as a reflection of our journey. By integrating feedback into our routine, we honor the voices around us and our own “Growth Path”. This practice transcends mere professional development and becomes a “Spiritual Exercise” in humility and connection. Thus, regular feedback isn't just about progress, it's about deepening our understanding and aligning our actions with our "Higher Purpose".

Recomendo fortemente que voce tenha um intervalo de no mimino 12 meses entre uma coleta e outro, visto que voce precisa de tempo para Analizar, entender e colocar em praticas as mudanças necessarias para retomar a linha de desenvolvimento, não tenha pressa tenha organização e direção, a meu ver, a mais correto estar na direção certa que chegar antes no lugar errado. Concorda?

Seek comprehensive feedback, but with a critical eye. Not all feedback is created equal, nor should it be treated as such. While 360-degree feedback provides valuable insights into how you're perceived across the organisation, it's crucial to prioritise this information strategically. Different stakeholders have varying expectations and impacts on your ability to thrive and deliver. Be discerning. Identify common themes and align feedback with your goals and values. Watch for potential conflicts of interest in corporate cultures where honest feedback might be challenging. If certain feedback doesn't ring true, trust your instincts and focus on insights that genuinely contribute to your growth and effectiveness as a leader.

It's important to recognize that everyone provides feedback through their own lens of greatest priorities and impact. Each person's personality, leadership style, and position within the organization will lead to a different focus. When receiving feedback from multiple sources, code it to discover the themes that are most powerful and consistent. Acknowledge if you're having an emotional reaction or defensiveness and allow that reaction to pass before assessing the feedback in a deeper way. From there, take a stance of curiosity. What would be the best thing I can gain from this feedback? How might I incorporate new ideas into my daily leadership? Triangulate, assess, and integrate feedback for the best results moving forward.

Manter uma perspectiva equilibrada ao coletar feedback de várias fontes é crucial para o desenvolvimento eficaz. Nem todos os feedbacks serão igualmente úteis, e alguns podem até ser contraditórios. A chave está em sintetizar essas informações, identificar temas recorrentes e focar no que é mais relevante para seus objetivos e valores. Essa abordagem permite priorizar áreas de desenvolvimento sem se sentir sobrecarregado. Ao aplicar discernimento, você transforma feedback diversificado em um plano de ação claro e alinhado com suas metas de crescimento.

Translating feedback into action is crucial for meaningful growth. I use the "What 3 Plays" method to help clients turn insights into tangible progress. This approach breaks down any goal, no matter how ambitious, into manageable steps. We start by identifying the next three immediate actions, creating a clear path of progression from where you are right now. This process helps you move from overwhelming feedback to actionable plans. By combining actionable steps with measurable outcomes, we transform feedback into a catalyst for positive change and continuous improvement.

I'm a fan of Feedforward where you go back to your stakeholders regularly to both ask for feedback on how you are doing AND also to get suggestions for what you could do differently. Its easier for feedback givers to provide suggestions on the areas you want to work on, and also often easier to receive ideas rather than feedback. Do this monthly in 5 - 10 mins conversation per person. Its fascinating what emerges.

When we talk about feedback loops, there's a deeper layer of understanding that we often miss. By integrating Spiritual Intelligence into our approach, we recognize that true growth comes from acknowledging our “Interconnectedness”. Feedback isn't just data, it's a reflection of shared experiences and mutual growth. This perspective shifts our focus from mere improvement to genuine transformation. By embracing this approach, we honor the collective wisdom of our sources and create a space for profound personal and collective development.

To maximize the advantages of gathering feedback from multiple sources, here are my top 3: a) Diversify Your Sources: It's crucial to ensure that the feedback you're receiving comes from a broad spectrum of people who observe you in different roles and contexts. b) Ensure Confidentiality and Anonymity: When people feel safe to share their true perceptions, the feedback is more likely to be candid and valuable. c) Focus on Actionable Insights: While gathering feedback, look for patterns and themes that can translate into actionable insights. By following these three strategies, you can effectively leverage the diverse perspectives of multiple sources to enhance your self-awareness and drive meaningful personal and professional growth.

It is like using all five senses. Full sensory utilitilzation and perceptions around 360 deg helps to get us holistic feedback. It is the beauty of this diversity of feedback that helps us gain new insights to change our behaviour and our world view

The selection of your multiple sources is going to be key. Especially if you are working through something like a 360 as part of your coaching. You want not only your team members, like direct reports and your managers. You want to look outside of teams, to other departments, colleagues at different levels, peers. If you work in a global team, great to get feedback from different parts of the world. Keep an open mind when looking for feedback. Go into it with intentions of learning.