Periodic 360-degree review of a leader

White Book provision

Periodic review of a leader's service (360-degree model). Systematic evaluation makes it possible to look at the leader from many perspectives - the community, co-workers, superiors. This helps to maintain balance and growth in ministry.

How the 360-degree method works

360-degree feedback (multi-rater feedback) is a method in which several groups of people comment on a leader's behaviour:

• superiors (e.g. bishop, parish priest, assistant, board);
• peers at the same level (other leaders, the team);
• those led (community members, animators);
• the leader - a self-assessment using the same questionnaire.

Comparing self-assessment with others' ratings reveals blind spots - what the leader does not know about themselves but others see (see Johari window). The method spread in the 1990s in management development programmes, among others through the Center for Creative Leadership.

Conditions for effectiveness

Research shows that 360-degree feedback does not work automatically. A review by Smither, London and Reilly (2005) found that improvement is usually small, and larger for people who accept the results, set goals and discuss them with others. That is why it matters to have:

1. A developmental, not punitive, purpose - the review serves growth, not accountability for its own sake.
2. Anonymity of raters (except the superior) and a minimum number of responses per group.
3. Questions about behaviour, not personality (“communicates decisions clearly”, not “is open”).
4. A debrief with a mentor or coach - see coaching and mentoring.
5. A development plan with 1-3 concrete goals and a repeat review after 12-24 months.

In a community context

In Church communities evaluating a leader can be a sensitive subject - it may feel like a lack of trust. The White Book offers another view: periodic review protects the leader's balance (see leader ecology), strengthens transparency and helps spot problems before they turn into a crisis. A questionnaire might cover spiritual life and witness, communication, team building, decision making, developing people and respect for boundaries.

See also feedback.