ORGANIZATION DEVELOPMENT THROUGH ITS TALENT AND LEADERSHIP
Por: Guillermo Enrique Villaseñor Medal, Director de Capital Humano
Talking about an evaluation process usually stresses many fibers and muscles in the body, more so if you are the one being evaluated. This is, at least, the paradigm we must change to understand the true scope that feedback and a 360° evaluation can generate in a person’s personal and professional development, as well as in an organization’s leadership to achieve its improvement and evolution.
One of the main questions in organizations is how to take talent and leaders to the next level. The answer is relatively simple: create conditions and an environment that allow executives to receive anonymous evaluations of their observable behaviors from the very beginning, either by the members of the teams they lead, colleagues or other people with whom they have close relationships.
This is a surefire way of taking collaborators to the next level, one that must be aligned with the values and skills that the organization requires to evolve.
The set of fundamental beliefs and principles by which an organization is governed constitute its values. These, in turn, govern the behavior of those of us who give life and movement to the organization. These behaviors, as well as organizational skills, must be developed so that we can effectively contribute to the achievement of our purpose and desire through our objectives and key results.
The 360° evaluation process allows us to provide objective and honest feedback, and allows the recipient to draw on the results to achieve planned development. In these exercises you can receive anonymous, general and grouped information from collaborators who report directly to you, as well as direct information from your boss or from a client or internal supplier in your and the organization’s sphere of influence.
360° feedback certainly has great benefits, but it can also be risky if used improperly. On the one hand, it helps people get out of their comfort zone. It also allows those who have been promoted to a leadership position to have an objective base to achieve success, which will be expressed through their day-to-day behaviors.
On the contrary, using it as a tool to select and debug inefficiencies, or subjecting the feedback to its application and frequency, is not recommended. That is, if a collaborator or leader has observed a behavior in a colleague or team member that needs to be modified, regardless of level or position, the former should take care and give immediate feedback, instead of waiting for a periodic process to provide it.
Finally, the 360° evaluation supports performance management and should be used as a tool for people’s and the organization’s development.
In September 2022, we started the first phase of the 360° evaluation at Vívaro, with collaborators being evaluated or taking part as evaluators, reaching a total of 767 global evaluations. Without a doubt, this exercise will give us the guidelines to establish the accelerated leadership development program, coaching and conversation management that we require to continue building extraordinary experiences.
