The 360 Diagnostic (often referred to as a 360-degree diagnostic or assessment) is a feedback tool used in professional development and organizational settings to provide a holistic evaluation of an individual or organization. It gathers insights from a range of sources, including supervisors, peers, direct reports, and sometimes customers. The goal is to help individuals gain a well-rounded perspective of their strengths, weaknesses, and areas for improvement.

Key Features of a 360 Diagnostic:

1. Multi-Rater Feedback:
   • Feedback is collected from multiple sources or raters, including managers, peers, direct reports, and sometimes external stakeholders.
   • This diverse feedback provides a more balanced and comprehensive view compared to traditional top-down evaluations.
     
2. Self-Assessment:
   • Along with receiving feedback from others, the individual also completes a self-assessment.
   • This allows for comparisons between how they perceive themselves and how others perceive their performance or behavior.
     
3. Comprehensive Feedback Categories:
   • Feedback typically covers various aspects such as leadership, communication, collaboration, emotional intelligence, decision-making, and other key competencies relevant to the role or organization.
     
4. Anonymity of Responses:
   • To encourage honest and candid feedback, responses from peers and subordinates are usually kept anonymous.
   • This helps reduce bias and fear of repercussion.
     
5. Developmental Focus:
   • The primary aim is not to judge but to identify areas for growth and improvement.
   • Results are often used to create personal development plans or performance enhancement strategies.
     
6. Quantitative and Qualitative Data:
   • 360 diagnostics combine numeric ratings (e.g., rating scales for specific competencies) and qualitative comments (open-ended feedback).
   • This blend provides both measurable insights and richer, descriptive feedback.
     
7. Customized to Role and Organization:
   • Assessments are often tailored to the specific competencies required for the role or the organizational culture and values.
   • This makes the feedback more relevant and actionable.
     
8. Visual Reports:
   • The feedback is often presented in a user-friendly format with visual aids like graphs, charts, and summaries, making it easier to digest the data.
     
9. Actionable Insights:
   • The feedback is designed to be constructive, providing clear direction for professional development.
   • This often includes recommendations for training, coaching, or targeted development programs.
     
10. Follow-up and Continuous Improvement:
    • After the assessment, some organizations schedule follow-up assessments to track progress and measure improvements over time.

The 360 diagnostic is commonly used for leadership development, performance appraisals, and enhancing team dynamics.

About the author

Dennis Roberts is a personal coach, small business mentor and founder of CoachPRO – The Coaching Professionals. His work has won critical acclaim in both the academic and business communities. Visit www.coachpro.com.au