Answers are grounded in this paper and cite their sources.
This column explores the impact of 360-degree assessment on leadership effectiveness, suggesting ways to improve self-awareness.
A 360-degree assessment is used in leadership development, performance management, and organizational assessment because it captures how individuals are perceived across professional relationships, offering a broader alternative to traditional top-down appraisal. This column explores the connection among leadership, formative feedback, and professional development to enhance self-awareness and identify growth opportunities as well as how this connection can be distorted in environments characterized by weak feedback practices, poor communication, unresolved conflict, and limited leadership maturity.
No takes yet. Share an insight, caveat, or question.
Jennifer Graebe (2026) studied this question.
Synapse has enriched 8 closely related papers on similar clinical questions. Consider them for comparative context: