Self-Reflection in 360 Assessments: Aligning Self-Perception with Feedback

Why Self-Reflection is Essential in 360-Degree Feedback

360-degree feedback offers a valuable opportunity to gain a comprehensive view of your strengths and areas for development. However, there are often discrepancies between self-perception and how others perceive us. This is where self-reflection comes in: it helps you recognize subjective biases, interpret feedback constructively and work purposefully on your personal growth.

Self- vs. External Perception: A Source for Growth

It’s completely normal for your self-assessment to differ from how others see you. While you may view yourself as decisive, colleagues might interpret your behavior in meetings differently. These differences are not a weakness – they are an opportunity for personal development. Self-reflection allows you to see these discrepancies not as criticism, but as valuable insights. 1

Practical Strategies for More Self-Reflection in the Feedback Process

To unlock the full potential of 360-degree feedback, you should intentionally integrate reflection techniques into the process. Here are some proven strategies:

1. Before the Feedback: Take time for a self-assessment. What successes and challenges have you recently experienced? Where do you see your greatest development opportunities?
2. During the Feedback: Engage with the feedback calmly and resist the urge to judge or justify it immediately. Instead, try to identify recurring patterns and key themes.
3. After the Feedback: Reflect on what surprised you. What differences between self-perception and external perception are apparent? 2

Useful Questions and Tools for Self-Reflection

To align your self-perception with the feedback received, targeted reflection can help. These questions can support that process:

• Which of my strengths are also recognized by others? Where are there discrepancies?
• Which pieces of feedback surprised me and why?
• What recurring patterns do I notice in the feedback?
• What specific actions can I take to further develop my behavior?

Additional conversations with mentors, colleagues, and managers provide an opportunity to delve deeper into the written feedback. Through open dialogue, you can clarify questions, understand different perspectives, and derive targeted development actions. 1

Conclusion: Self-Reflection as the Key to Growth

Self-reflection is the difference between feedback that is merely read and feedback that drives real change. By taking discrepancies between self-perception and external perception seriously and reflecting on them, you can more consciously work on your development. Use 360-degree feedback as both a mirror and a tool – this way, you grow not only professionally, but personally as well.

Sources

1. McCarthy, A., & Garavan, T. N. (2001). 360° feedback process: performance, improvement and employee career development. Journal of European Industrial Training, 25(1), 5–32. https://doi.org/10.1108/03090590110380614
2. Nowack, K. M. (2019). From Insight to Successful Behavior Change: The Real Impact of Development-Focused 360 Feedback (pp. 175–192). Oxford University Press. https://doi.org/10.1093/OSO/9780190879860.003.0011