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Unformatted text preview: higher work performance than those leaders that do not receive 360 feedback. How should a leader apply it to drive performance? Many times, what people tell us face-to face isn't how they really feel. I think a leader can use 360 feedback to find out what the other people in an organization think about his performance. He can use these reviews to make changes in his leadership approach, hopefully getting more out of the rest of his team. Other thoughts? The book seems to hedge its bets on the success of 360 feedback. It gives information that leans both directions. Personally, I have had nothing but positive experiences with 360 feedback. It seemed to do what it was supposed to do: provide team members a way to give an honest opinion on how another member is performing in their role....
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- Spring '12