Our results have important implications for how feedback should be used to support training to achieve changes in leadership styles. ence or merely a “fleeting phenomenon”? consulting firm. (2) The facilitators should stress the positive aspects, of the feedback. The purpose of 360-degree systems is not only, assessment but also to provide feedback to stimulate improvement and to. Most companies, however, are not truly using 360-degree feedback, but are using 180-degree, David Gartenburg, a staff consultant at Rohm and Haas, a chemical, specialty company, is in the process of developing a guide for effective multi-, rater feedback programs. development and on their work with managers: (1) People can learn, grow, and change to become better leaders and managers, (2) self-awareness is the, cornerstone of development, and (3) development is an ongoing process, McCauley and Moxley assert that the role of 360-degree feedback is to, allow managers to compare their self-views with the views of others. Surveys were also sent to people on the TEAMS, Inc., mailing list. information that is valuable for development and performance improvement. Training generally should be extended not only to the raters but also to, the person being rated (Budman & Rice, 1994). authors also consider each possible source of appraisal (supervisor, peer, subordinate, customer, and self) and describe the particular perspective that, each provides. The concept of a 360-degree appraisal tool is to provide each team member the chance to receive performance feedback from people they interact with. The program was then used six months later, and the results were, compared to measure performance change. bined into a single “others” rating (London & Smither, 1995). How do initial, feedback, development efforts, and environmental support relate to skills, development? (2) Who can be, assessed by 360-degree feedback? must also be supported with tools for the analysis and interpretation of data. First he talks about the four ways to implement multi-rater feedback, systems: Buy an off-the-shelf instrument, hire outside consultants, build an, internal system, or use a combination of any of these. Kein Wunsch soll unerfüllt bleiben.