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What City Are You Like?

New Profile

If you know me, you know I am always looking for tools and assessments that will help people know who they are and what kind of job they are doing.  This is the kind of information that leaders especially need, but it is also the kind they tend to avoid, especially in the Church. 

Last March, I earned a certification to work with the 360 degree feedback profiles offered by a company called The Leadership Circle.  These profiles are powerful tools that measure competence levels in key areas for both organizations and individuals.  They are called "360 degree" because the profile seeks anonymous feedback from those closest to the individual or organization, whether those people are peers, bosses, or direct reports.

I had my own profile done and it has been a accurate and insightful tool in my own personal development since March.  It revealed two interesting trends in my personal leadership development:  my tendency to underestimate my strengths and overestimate my weaknesses. I carry the profile results with me everywhere I go and study the results, looking for new or renewed insights into my style and how I can be more effective. 

I have just completed a profile on two leaders and we are in the debriefing stage at this point, going over the results to make sure they are understood and to plot the way forward.  If it were up to me, I would make these profiles mandatory for all leaders, leadership teams and staff in both church and non-church entities.  Of course, that isn't possible, so I must rely on it being a voluntary process. 

If you are serious about becoming the best leader you can be and in helping to make your organization the same, I urge you to enlist someone's services (hopefully mine) in conducting a 360 degree feedback assessment.  Jesus said, "You will know the truth and the truth will make you free."  Don't rely on your feelings or on feedback from peers who may be afraid to tell you the truth. Seek the truth, no matter how painful it may be, for in that truth is your freedom -- freedom to be yourself and to grow into the best possible leader. 

In case you haven't noticed, we have a leadership crisis in our societies, especially in the Church.  It will only be solved when individual leaders break free from the cultural pressures that keep them average and fearful to become open and honest.  I am committed to see this crisis solved and want to devote my time and energy to develop servant-leaders wherever people have th courage to lead and serve.  There is one profile for individuals and one for organizations. If I were you, I would invest in both. If I can help you or your organization, please let me know.

Comments

David Cooper

Hi John, I liked your article and it’s good to hear about the benefits the 360 process provided you. The latest approaches towards using 360 Degree Feedback in the UK, is to tailor the leadership competencies and questions used in the survey to match the specific needs and expectations of each individual leaders role – The process of building a ‘360 for one’ is simple and user friendly. The approach we use is to invite the leader and his/ her boss to sit down together and develop the questionnaire from a comprehensive data base of questions. Using this approach also has the added benefit of engaging the leader (and their boss) in a conversation about expectations and considering what a ‘great job’ would look like.

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