Many innovative uses for multi-source feedback have evolved over the decades. However, when most people hear about 360-degree feedback, they still think of its traditional use: a global diagnostic of competence and skill.

A much more powerful application of 360-degree feedback goes beyond the diagnosis to support changes in behavior...

One of the reasons I got involved in 360-degree feedback technology over ten years ago was the frustration I experienced as a management consultant. A typical assignment had me creating and presenting a customized leadership development program. I worked hard on these projects, conducted some first-rate training and was well paid for my efforts. The problem was, while the courses were well received, they had little or no impact. In a few weeks, most participants returned to their comfortable but ineffective habits. At first I blamed myself. Over time, however, I discovered that the problem wasn't me. It had to do with the very nature of...

A large, exclusive retirement community began using performance appraisal several years ago. Although the completed appraisals are kept on file, their only practical use has been to determine the amount of an employee's salary increase. The problem is that managers are given quotas for the increases, so they award ratings more to justify the increases than to record an evaluation of performance. Consequently, many employees complain that their evaluations are inaccurate and unfair. Every year this process stirs feelings of stress, anger and distrust that...