High potentials and executives need more feedback, but often receive less feedback and fewer formal performance appraisals.They are more likely to be told how wonderfully they are doing.
With 360-degree feedback, leaders receive feedback from multiple sources on their behavior, skills, and styles in order to deal with the intention-perception gap. While valuable, 360 feedback only reveals a portion of the person. If development is modeled primarily around 360 feedback, executives only learn how to create themselves in the image of others. They learn how to act instead of how to be—a direct route to following versus leading. What you need for your leaders is 720-degree development.