360 Degree Feedback
Emotional Intelligence growth is possible and the fastest way is to use 360 feedback. This feedback mechanism gains insight from people all around you: boss, peers and subordinates as well as self assessment. 360 feedback rarely works when executives are more concerned with their ego than their growth. These executives get the results and go on a witch hunt. They are more interested in who said what than what was said! Classic pushy boss. Seasoned executives understand the value of 360 feedback.
Inc posted this article entitled, How To Increase Your Emotional Intelligence. The author recommends these steps:
1. Reflect on your own emotions
2. Ask others for perspective
3. Be observant
4. Use “the pause”
5. Explore the “why”
6. When criticized, don’t take offense. Instead, ask: What can I learn?
7. Practice, practice, practice
Why 360 Degree Feedback
While the EQ-i 2.0® identifies the level of emotional and social functioning based on your responses, the EQ 360 assessment provides a more in-depth analysis by having those who work with you provide information as well. When observer ratings are compared with the results of an EQ-i 2.0 self-report, a more complete 360 degree profile emerges
360 feedback isn’t for the faint of heart because it requires coming face-to-face with reality. And, it always shocking especially for the uninitiated! The leader that wants to grow understands the importance of reality. Hence, strong leaders are willing to hear bad news especially their flaws. The benefits of the EQ-i 2.0® 360 feedback mechanism I use are as follows:
- A Leadership Framework: Can used with almost any leadership or competency model
- A Leadership Comparison Group: Compare results to hundreds high-performing leaders
- Leadership Development: Explores Emotional Intelligence development strategies and best practices that address the challenges leaders face today
- Leadership Potential: examines four key leadership dimensions (Authenticity, Coaching, Insight, and Innovation) and highlights associated and relevant EI skills that help promote success in your leadership role
- Derailers: Identify the areas that may hinder leadership success
This type of feedback is also available for managers and for those in the workplace that don’t function in a leadership capacity.
The Leadership and Workplace 360 identifies key strengths that can be leveraged to the benefit of the organization, as well as impediments to high performance that could be improved. For more
