There are plenty of 360-degree feedback models out there, all claiming to be evidence-based and backed by research. The real question, though, is which one actually makes sense for your organisation?
Before diving into a 360-degree model, take a step back and define the culture that will help you achieve your long-term vision. Your culture needs to align with your strategy, and depending on your industry and location, the leadership behaviours you prioritise will vary. If your business thrives on cross-functional collaboration, then breaking down silos and fostering teamwork will be key. If you’re in a fast-moving consumer market, adaptability and quick decision making might be more critical. Most companies define their desired culture through their values, so when setting up a 360-degree assessment, make sure it measures the leadership behaviours that actually support the culture you want.
If you already have a set of values, the next step is to define the key leadership behaviours that bring them to life. Make sure the assessment aligns with the norms and expectations within your organisation. Different roles may require different leadership qualities, so tailor questions accordingly. Also, connect the assessment to your strategic goals, what leadership behaviours will actually move the needle? The key is to define behaviours that are observable, measurable, and relevant to your organisation’s leadership model and overall success.
Once you know which behaviours matter, the next step might be to connect to an evidence-based leadership model or very often a combination of models that aligns with the behaviours. This helps you to answer questions and make sure what you are working with I solid and well rooted in research. No single theory is likely to fit perfectly, so it’s often about finding the right mix and AI might be a very helpful support with this. Some common frameworks include:
Transformational Leadership, which focuses on vision and inspiring employees.
Servant Leadership, which prioritises employee growth and support.
Situational Leadership, which adapts to employee competence and commitment levels.
Authentic Leadership, which emphasises transparency, self-awareness, and trust.
Distributed Leadership, which shares leadership responsibilities across the organisation.
The quality of your assessment depends on the quality of your questions. Use a standardised scoring system, like “Not effective” to Very effective or “Strongly Disagree” to “Strongly Agree.” Align the questions with your chosen leadership models. For example:
- Communicating a compelling vision for the future - Transformational Leadership
- Empowering team members to make decisions - Servant Leadership
- Acting in line with their stated values - Authentic Leadership
For a 360-degree assessment to be useful, it needs to be both reliable (consistent results over time) and valid (measuring what it claims to measure). Use established leadership scales when possible and pilot-test your questions to remove ambiguity. A strong assessment should correlate with performance data and align with expert input. Measuring internal consistency using Cronbach’s alpha (aiming for .70 or higher) can also help ensure reliability.
For a 360-degree assessment to be useful, it needs to be both reliable (consistent results over time) and valid (measuring what it claims to measure). Use established leadership scales when possible and pilot-test your questions to remove ambiguity. A strong assessment should correlate with performance data and align with expert input. Measuring internal consistency using Cronbach’s alpha (aiming for .70 or higher) can also help ensure reliability.
For a 360-degree assessment to be useful, it needs to be both reliable (consistent results over time) and valid (measuring what it claims to measure). Use established leadership scales when possible and pilot-test your questions to remove ambiguity. A strong assessment should correlate with performance data and align with expert input. Measuring internal consistency using Cronbach’s alpha (aiming for .70 or higher) can also help ensure reliability.
For a 360-degree assessment to be useful, it needs to be both reliable (consistent results over time) and valid (measuring what it claims to measure). Use established leadership scales when possible and pilot-test your questions to remove ambiguity. A strong assessment should correlate with performance data and align with expert input. Measuring internal consistency using Cronbach’s alpha (aiming for .70 or higher) can also help ensure reliability.
