In today’s changing and volatile world organisations are continually looking for ways to improve performance and satisfy the demands of all stakeholders. Achieving this almost inevitably involves change, which then becomes the pivotal dynamic for success.

For an organisation to evolve the people working within it will have to adapt; and for this to be successful, they first of all need to know what it is about the way they are currently performing that needs to change. This is where 360-degree feedback is playing a growing role in organisations through its ability to provide structured, in depth information about current performance and what will be required of an individual in the future to enable detailed and relevant development plans to be formulated.

Professionally managed, 360 degree feedback increases individual self-awareness, and as part of a strategic organisational process can promote:

• Increased understanding of the behaviours required to improve both individual and organisational effectiveness.
  
• More focused development activities, built around the skills and competencies required for successful organisational performance.
  
• Increased involvement of people at all levels of the organisation.
  
• Increased individual ownership for self-development and learning.
  
• Increased familiarity with the implications of cultural or strategic change.

As a process, 360-degree feedback sits alongside a number of other processes used in organisations to harness the potential of individuals, such as Assessment and Development Centres and also Management Coaching. Indeed, although not intended to replace any of these processes, it does draw on specific strengths of each, bringing them together in a new form.

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