In leadership development and organizational growth, progress is the name of the game. But how do we know if we’re moving forward or merely treading water? The answer lies in a powerful yet often underutilized practice: reassessment.
When it comes to 360 feedback, the journey doesn’t end after the first round of results. The initial assessment sets the stage, highlighting strengths, areas for improvement, and opportunities for growth. However, to genuinely develop as a leader or team member, it’s essential to revisit and reassess regularly.
Why Reassessment Matters
Measuring Growth and Accountability
Improvement without measurement is guesswork. Studies show that employees are 43% more likely to improve their performance when they regularly measure their progress through feedback-based goals. By reassessing after implementing your development plan, you gain a clear picture of where you’ve made strides and where challenges persist.
Adapting to Evolving Goals
As roles and business priorities shift, so do the skills and behaviors required for success. Reassessment allows you to align your personal and professional development with these evolving demands.
Maintaining Momentum
Regular reassessment keeps development plans top of mind. Consistent follow-ups on feedback have been shown to boost employee engagement and create a sense of sustained commitment.
Validating the Effectiveness of Your Development Plan
Not every strategy will yield the desired results. By reassessing, you can evaluate which actions have made an impact and which may need to be adjusted, ensuring your approach remains effective.
How to Approach Reassessment
To make reassessment meaningful, consider these best practices:
Set Clear Goals from the Start: When you receive your initial 360 feedback, identify specific, measurable goals. This will create a benchmark for future assessments.
Reassess at Regular Intervals: Schedule follow-ups every 6 to 12 months, depending on your role and the complexity of your goals.
Engage in Open Dialogue: Share progress and discuss reassessment results with your coach, manager, or team. This fosters accountability and garners valuable perspectives.
Refine Your Development Plan: Use reassessment data to tweak your approach, doubling down on what works and rethinking strategies that don’t.
The Bigger Picture
Reassessment isn’t just about individual growth—it’s a critical component of organizational success. When leaders and team members commit to this cycle of feedback, reflection, and refinement, they create a culture of continuous learning and adaptability. According to Gallup, organizations with strong feedback cultures experience 14.9% lower turnover rates and are 17% more likely to be in the top quartile of financial performance.
Conclusion
360 feedback provides a wealth of insights, but its true power lies in what happens after the first report. Reassessment transforms insights into sustained growth, helping individuals and teams reach their full potential.
So, ask yourself: Have you checked your progress recently? It might be time for a reassessment—and another step toward becoming the leader you aspire to be.