ABSTRACT
As a manager, you undoubtedly have your own views on how each of your leaders is performing, and you know their individual strengths and weaknesses. Most managers start coaching from their own personal assessment of how someone is performing in his job. While good coaching certainly includes your own “gut-level” assessment, coaching is more effective when you broaden your perspective beyond your own personal observations. We all bring biases to bear in our perceptions of others, especially when we are someone’s boss. However, we can never see how a leader acts when we are not around, when he is interacting with peers, customers, or direct reports. This is where the 360-degree feedback process adds significant value. The data expand our understanding of how others perceive a leader’s effectiveness and enable both the leader and his coach to have a more objective perspective.
