Positive 360

Be Positive

360 Assessments are a widely used professional development tool. Clients ask work colleagues to anonymously scale various job performance traits around leadership and management. Many 360s also include qualitative remarks.

These assessments can reveal blind spots and pinpoint developmental gaps.  

I have walked many clients through 360 reports, and the results rarely surprise the recipient. Favorable scores and remarks are appreciated, and negative indicators are often explained away. Folks taking 360s are generally doing well professionally. They are effective and have found a way that generally works. 

The suggested changes revealed by the 360 are discussed during the debrief and clients leave committed to new behaviors. But darn, change is hard and most folks try for a while and eventually resume old behaviors. Lasting change is incremental and comprises small reinforced baby steps built on what is already going well.

I prefer an alternative 360- A Positive 360

The Positive 360 is quick, cheap, accurate, and enlightening. It identifies existing positive behaviors and offers suggestions for minor improvements. The Positive 360 reminds my clients of their many positive skills, values, and behaviors. It leaves them with the energy and enthusiasm needed to take the next small step. 

Here is how it works:

Step One: Identify Four Work Colleagues

I invite my client to think of four work colleagues. The first one is your boss. Pick three other colleagues with whom you have a good working relationship. One could be a peer, one could be someone you support, and one might be a customer. 

Step Two: The interview

My client (X) will role play and answer my questions for their four colleagues. To be clear- the list is made by my client "channeling" what others think of them.

I start as follows:

"How long have you known X?"

"What is your work relationship?"

"What do you value about X? Please start listing how he/she positively impacts you professionally."

"What else?"

I ask this at least three times and stop when at least 15 behaviors are on the list. 

Step Four :The last question:

"What might X do a little more of or a little less of to be even more effective?"
The answer to this question becomes the IMPROVEMENT PLAN. One small step, a little more or a little less.

I have conducted Positive 360s  with many clients and my clients become more aware of how they positively impact others and my clients know how others see them.

I have independently interviewed the folks identified by my client. My client's list was almost identical to those listed during my interviews with their colleagues. Successful professionals are self-aware. The Positive 360 builds on existing strengths and provides a launchpad for improvement. 

Remind yourself of the value you offer others with your own Positive 360.

Build confidence and self-awareness within your teams using this tool. Celebrate the value your teammates provide and encourage them to take one small next step.