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Why You Need 360 Degrees of Feedback to Get Promoted

Making it to the next level of career success can be a frustrating experience. I can remember sitting in my office, mired in middle management, wondering if I would ever be able to make the next step happen. It was a miserable experience. Yet when I discovered the powerful nature that 360 degrees of feedback can provide, I didn’t feel so stuck any more.

Here’s why: the best feedback you can receive won’t come from your family, friends, or your political allies at work. It will come from your biggest critics. Listen to what they have to offer and you may just find a new door is ready to open that you hadn’t seen before.

How Does 360 Degrees of Feedback Work?

I’m a pretty straight-forward manager. I know who likes me, who respects me, and who would rather see me on the first flight to Termination City. It was the last group that I decided to approach because I felt like they would be more willing to tell me the truth I needed to hear.

I’d always felt that I was very good at what I did. I could produce results. Yet when I brought my critics in for an honest feedback session where the gloves could come off, I discovered something that others perceived about me that was potentially holding me back.

Where I felt that I was confident, many felt that I was condescending. Where I felt like I was in control and a team leader, others felt that I was being dismissive of new ideas. And where I felt like I was driving my team forward to new heights of accomplishment, some felt like I was being impatient.

The bottom line that I got out of that conversation was this: many people thought I was trying to further my career at the expense of everyone else. It didn’t matter whether or not that I felt this was true – and it wasn’t true. But because this was the general perception many had about me, that perception would become a reality.

Why Having Diverse Feedback Is Important

William Wrigley Jr. is attributed to this quote: “When two men in business agree, then one of them is unnecessary.” It can be pleasing to have a team of advisors giving you feedback that supports your own point of view, but that can also give you tunnel vision when you look at the future.

You might think you’re finding success. In reality, you’re not finding anything but a lot of “Yes” people telling you what you want to hear.

So here’s what I did: I took those critics and I asked them to be my personal advisors. I told them to be brutally honest with me, but I also told them to be just as honest with themselves when it came to potential positives that I could be doing as well. After all, when people just focus on the negative, that’s what will only be found.

The results have been impressive. I may not have that promotion, but the communication throughout my team is better. I’m no longer arrogant in the eyes of most because more people understand who I am and what my leadership style happens to be.

And it’s all because I listened to the feedback from my critics.

Take the next opportunity you can to embrace your critics and take their feedback seriously. Then implement realistic changes based on what you’re told. When you’ve done that, come back and tell me what happened. I’d love to hear where you found success and what struggles you encountered during this process.

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