When 360-degree evaluations became popular in the first few years of the 21^st century, HR and organizational leaders had great hopes that the “wisdom of the crowd” will provide valuable insights to measure the leadership capabilities of managers and put some “science” into the leadership of organizations.

Less than a decade later, 360-degree evaluations are significantly less popular. Our research shows that there are a number of contributing factors including how the results are used; how evaluators are selected; the culture of the organizations and most importantly, the way the evaluations were carried out and the intention behind them.

We believe that if some of these fundamental issues are addressed, we can develop and implement better 360-degree reviews that will support the much-needed development of leaders and managers in our organizations.

If you are interested in improving the capacity of your leaders through honest, balanced, anonymous, structured and descriptive feedback, please listen to our latest podcast episode on “A Better Way to Do 360 Reviews” here.

I trust that you will find it useful and that you will invite and encourage others to do the same.