[February 08, 2014] Leader feedback on performance, attitude, and foresight is essential regardless of the maturity or position of a leader. This feedback should ideally be from their immediate supervisor, their peers, those that work for them, and other stakeholders.
The US Army uses what they call MSAF360 (Multi-Source Assessment and Feedback). The system is good in providing detailed comment from a variety of other US Army personnel. Herein is its greatest strength but also its weakness (only US Army) in that it only allows input from those in the system. Regardless, it has great value.
I usually go through the process at least once every 18 months. While it is a punch on one’s ego, the assessment provides valuable information. I’ve learned that others see me differently than I see me or my family and friends see me. We are blind to certain things about ourselves and this tool helps bring it to our attention.
There are leaders who are not interested in getting feedback. This puts them at a distinct disadvantage. It also shows a weakness in their skill building ability. Perhaps they see this as unnecessary criticism or an opportunity to “attack the boss.” Unfortunately, there will be others like this.
The greatest of leaders have developed several feedback mechanisms that they use to improve themselves.