Discussions on efficacy of feedback are increasingly doing the rounds these days. One school of thought is that feedback doesn’t assure improved performance whereas the other one argues that it’s demoralizing.

3 components of effective and successful feedback are as follows:

1. The candidate in question should be open to or should seek feedback. If the candidate is keenly self-aware, believes that learning is a life-long process and wants to continue to grow and develop as a leader, then the process of feedback can yield positive results. The candidate needs to be clearly aware of the value of feedback

2. Selecting appropriate candidate for feedback is another crucial component. Feedback must be qualitative & quantitative in nature and must ensure confidentiality of all respondents. Candidates must realize that the goal of the performance appraisal is not punitive, hence, they should be insightful in their answers.

3. How feedback is delivered is the third most critical factor for its success. A qualified, objective, impartial third party is best suited to provide it with a focus on personal and professional development. What the candidate is going to do with the feedback than the feedback itself, is what matters. Delivery by an objective professional can minimize defensiveness and help assure a focus on opportunity.

Leaders who have even an iota of self-awareness already know what others think of them. Those seeking a deeper level of insight and who are really focused on their growth are the best candidates for a 360 degree feedback. So, are you one of them?

Adapted from David Karofsky‘s blog Three Component of Effective Feedback.