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360 Feedback—a process in which leaders receive input on their behaviors and effectiveness from multiple sources—is a staple in leadership development across many organizations. Still, many fail to unlock its full strategic value. In a new article by Allan Church, Ph.D., and Dale Rose, Ph.D., they discuss how the way 360 Feedback results are delivered plays a pivotal role in determining whether they drive meaningful individual growth and inform broader talent decisions. Many companies rely on dashboards and AI tools, but these often lead to inconsistent interpretations and “analysis paralysis,” limiting insight. Structured, standardized reports—with clear messaging, relevant content, and transparent governance—offer a consistent view that supports development, comparability, and business alignment. Allan and Dale outline five principles for strategic impact: 1) Clarity of the Message, 2) Time and Timing, 3) Data Governance, 4) Accountability and Motivation to Change, and 5) Relevant and Consistent Content. A particularly compelling point to reinforce: 360 Feedback can’t rely on generic leadership models that simply cover a broad set of behaviors. To be strategic, it must reflect what the CEO and senior team are trying to deliver. With this as the backdrop, I’m resharing my 2016 article, Identifying Leadership Capabilities that Drive Business Performance, which outlines four steps to pinpoint the specific leadership capabilities most critical to an organization.
