Accepting the Gift of Feedback: Where Real Growth Begins

By Garfield Joseph, MBA

Imagine an orchestra where the musicians play in harmony, each aware of their strengths and areas for improvement, creating a masterpiece. Now, picture the same orchestra without feedback from the conductor, each musician unsure of their role, struggling to find their tune. This is the workplace without 360 feedback.

360 feedback, a process where employees receive performance evaluations from peers, managers, customers, and direct reports, is a transformative tool predominantly embraced by multinational corporations but less common in smaller businesses. With its holistic approach, 360 feedback offers insights that traditional performance reviews often miss.

Why 360 Feedback Is Needed

Feedback is a gift—a mirror reflecting both strengths and weaknesses. Without it, employees operate in the dark, unaware of their blind spots and unable to improve. As the saying goes, “When you’re in the picture, you can’t see the frame.”

360 feedback bridges this gap, providing a panoramic view of an individual’s performance. It highlights what employees do well and what they need to work on, enabling them to grow. While more prevalent in multinational corporations, 360 feedback can be easily implemented in small businesses to establish a culture of openness and continuous improvement.

Furthermore, an individual’s degree or intellectual capacity does not automatically make them the best fit for an organization. Behavior, emotional intelligence, and attitude are equally critical. This is why many organizations prioritize hiring for attitude and training for skill. 360 feedback plays a pivotal role in this process by providing insight into an individual’s behavior, emotional intelligence, and ability to collaborate effectively with others.

Three Ways 360 Feedback Drives Personal Growth and Improves Organizational Performance

1. Identifying Strengths and Weaknesses
   Feedback from peers, managers, customers, and direct reports illuminates strengths and reveals hidden weaknesses—blind spots that individuals might not be aware of. Employees cannot grow unless they recognize both their capabilities and areas needing improvement. Research consistently shows that even challenging feedback leads to significant performance gains when acted upon.
2. Leveraging Strengths and Addressing Weaknesses
   Once employees understand their strengths and weaknesses, they can maximize their potential by focusing on what they do best while managing their weaker areas. The principle is clear: amplify your strengths and ensure that your weaknesses do not derail your personal effectiveness or career progress. For instance, someone praised for leadership skills may take on mentorship roles, while one identified as struggling with time management could work on improving organizational abilities.
3. Crafting a Personalized Improvement Plan and Managing Resistance
   360 feedback lays the foundation for a tailored improvement plan. Employees can take deliberate actions, such as attending training programs, seeking mentorship, or adopting new strategies, to address their growth areas.

Additionally, organizations benefit by identifying employees who are resistant or reluctant to act on feedback. Such individuals can hinder team dynamics and organizational performance. Through 360 feedback, managers can support these employees or, if resistance persists, take measures to manage them out of the team, ensuring a high-performing and growth-oriented workplace. Furthermore, as employees work to maximize their strengths and address their weaknesses while supporting each other in doing the same, the overall performance of the organization improves, creating a culture of collective growth and excellence.

Personal Reflections

Be aware that a strength can also become a weakness if not properly managed. For example, you may have the knowledge, experience, and track record of achieving breakthrough results—and that may be one of the main reasons you were hired in the first instance. However, with such a track record, you might not be open to new ideas, as you’ve done it in the past and believe you know exactly how it should be done now. While it’s true you’ve succeeded before, circumstances may have evolved, or more efficient methods might now exist to achieve even greater results. The moral of the story: keep an open mind.

In these situations, what was once a strength can become a weakness. One way to address this issue is to ask more questions and explore alternatives rather than being overly directive. By doing so, you’ll remain open to new ideas and foster stronger collaboration, ensuring your strengths remain assets rather than liabilities.

The SARA Model: Processing Difficult Feedback

Feedback can be difficult to accept, especially when it challenges one’s self-perception and is far from complimentary. The SARA model—Shock, Anger, Resistance, and Acceptance—captures the emotional journey many experience. Initially, feedback may come as a shock, followed by anger or resistance. However, with reflection, individuals move toward acceptance, the stage where real growth begins. Acceptance allows individuals to embrace feedback as a gift and use it to unlock their potential.

Conclusion: Embracing Feedback for Growth

360 feedback is more than an evaluation tool—it’s a transformative pathway to personal and professional growth. By identifying blind spots, amplifying strengths, and creating actionable improvement plans, individuals unlock their true potential. As all employees work to maximize their strengths, improve their weaknesses, and support each other along the way, organizational performance flourishes.

To all the peers, managers, colleagues, and customers who have ever given me the gift of feedback, thank you. They are some of the best gifts I have ever received. Without it, my career might have remained stagnant.