360 Degree Feedback

WHAT ARE 360 reviews? Definitions

Leadership 360 Review:  A 360 Degree Feedback Review is a multi-source feedback, multi-rater assessment, upward feedback or peer evaluation designed to give you a panoramic view of your leadership capabilities. … The 360 Degree feedback process involves both participants (the person or people being reviewed) and raters.

360 review : is a professional feedback opportunity that enables a group of co-workers to provide feedback on an employee’s performance. The feedback is generally asked for by the manager to whom the employee reports

Most often, information solicited in a 360degree feedback process will include feedback from an employee’s subordinates, peers (colleagues), and supervisor(s), as well as a self-evaluation by the employee him or herself.


There are a number of different instruments and  methodologies available to  use. However our preferred pick for Executive Leaders / Managers is one based on Emotional Intelligence.

The reasons why we would recommend Emotional Intelligence, is that the research into what makes a leader successful always has at its centre, the skills and behaviours that define Emotional Intelligence. Furthermore it has been demonstrated that these skills and behaviours can in fact be developed overtime. Whilst there are a number of personality assessments that also offer a 360 degree component, from our expe360 degree feedbackrience running both types, it’s more difficult to get behavioural changes through making someone aware of their own personality.

We have years of experience providing these services for Executive Leaders groups (like QLD Government Departments, a private finance company and a not-for-profit organisation in the Health and Disability Sector) using the GENOS Emotionally Intelligent Leadership framework.

WHAT IS IT?  It is a 360 degree assessment against 6 core competencies and can incorporate feedback from their direct managers, peers, direct reports or other stakeholders they regular have to work with. Depending on which approach you were to take as well the number of people participating in the process, costs typically range from:

  • Instrument and debrief – $560.00
  • Coaching program including Instrument and 6 executive coaching sessions – $1720.00

It would be beneficial to catch-up in person or over the phone and discuss what you would hope to get out of a program like this.    Contact Scott Timmins on 07 47723800.


  • Emotions influence decisions, behaviour and performance, productively and unproductively.
  • There is a direct link between the way people feel and the way people perform at work.
  • In high performing organisations people feel significantly more engaged, cared for, valued, proud, and motivated than those in low performing organisations.
  • Conversely, in low performing workplaces people feel significantly more fearful, stressed, disempowered and uncertain.
  • Leadership is fundamentally about getting others to perform, to do things effectively and efficiently.
  • Leaders need to be skilled at identifying, understanding and managing emotions in themselves and others, to help drive the best decisions, behaviour and performance.
  • Research has proven that a leader’s emotional intelligence is key to their capacity to facilitate emotions in themselves and others that drive high performance and employee engagement.
  • Applied in leadership, emotional intelligence is about how intelligently you use emotions to get positive results.


  • This report will provide you with insight into how important it is, to the people you work with, that you demonstrate emotionally intelligent leadership behaviour.
  • Insight into how well you currently demonstrate emotionally intelligent leadership behaviour to the people you work with.
  • Effective techniques for responding to the feedback and insights in this report (in the Development Tips workbook).
  • Practical tips on how to improve the demonstration and application of, emotionally intelligent leadership behaviour (in the Development Tips workbook).


  • Self-Awareness: Self-Awareness is about being aware of the behaviour you demonstrate, your strengths and limitations, and the impact you have on others.
  • Awareness Of Others: Awareness of others is about noticing and acknowledging others, ensuring others feel valued and adjusting one’s own style to best fit with others.
  • Authenticity: Authenticity is about openly and effectively expressing oneself, honouring commitments and encouraging this behaviour in others.
  • Emotional Reasoning: Emotional reasoning is about using the information in feelings (from oneself and others), and combining it with other facts and information when decision-making.
  • Self-Management: Self-Management is about managing one’s own mood and emotions; time and behaviour; and continuously improving oneself.
  • Inspiring Performance: Inspiring Performance is about facilitating high performance in others through problem solving, promoting, recognising and supporting others’ work.


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