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Development and Bulky 360s Don’t Mix: Why Micro-360s are the Way Forward

Monark
January 22, 2025
5 min read

360s, you’ve heard of them. They’re lengthy and time-consuming, strike fear in the hearts of many employees, and require massive infusions of cash (lest we not provide our leaders with debriefs that help soothe their despair when seeing a slew of unintelligible results!?).

 

All of this to say, while long, fulsome 360s may be the answer to getting a holistic picture regarding a leader’s performance—and can be especially worthwhile when considering executive positions or for executives that have access to regular, ongoing one-on-one coaching (after all, there’s a reason we offer those too), they may not be the best option if the goal is development.

So, what’s a micro-360, and how can it help your organization reach its development goals?

 

Well, it’s just what it sounds like: an opportunity for individuals to get 360 feedback in a miniature package. That is, instead of leaders or employees sending their leaders, direct reports, and peers over 140 questions relating to a slew of competencies—what they get is something they’re much more likely to actually fill out: a short 360 regarding 4-5 relevant concepts the individual will be provided support around developing with not more than 15-20 questions comprising it.

At Monark we don’t just provide leaders with raw data; instead we help give light to an important factor: self-awareness. Results shared highlight the differences in perceptions between leaders and others who work with them. This allows leaders to reflect on their hidden strengths and areas for improvement, allowing them to lean into capabilities they may not have realized they already possessed while also working on previous blindspots.

When it comes to 360s for developmental purposes, let’s dive into what makes micro-360s the go-to choice for feedback and growth:

  • Directed growth. Micro-360s allow for laser-focused development by narrowing in on specific competencies or behaviors directly tied to ongoing training initiatives. Unlike broader 360s, which may include unrelated feedback, this approach ensures that leaders receive targeted insights about areas that truly matter. For example, in our training, which emphasizes navigating challenges, the embedded micro-360 hones in on related skills like adaptability or stress tolerance, helping leaders prioritize their efforts and align growth with their organization’s intended developmental goals.

 

  • Manageable self-discovery. With only 4 to 5 competencies included in a micro-360, leaders are less likely to feel overwhelmed by the feedback. Traditional 360s, which can assess upwards of 20 areas, risk inducing frustration or disengagement due to the sheer volume of data (especially if more than a few indicate room for growth). A streamlined focus however enables leaders to better digest results, process feedback constructively, and transform it into actionable self-awareness. An approach like this fosters a positive growth mindset and encourages leaders to embrace feedback as an actual tool for development, instead of one, large, overwhelming report.

 

  • Effective use of time. Time is a precious resource (and as a part of top management or an HR professional constantly on a quest for buy-in from the top, you likely know this more than most). Micro-360s respect that by significantly reducing the number of survey questions for both raters and participants. This efficiency minimizes disruption to employees’ schedules, allowing them to focus on their core responsibilities without sacrificing the depth or quality of feedback. Plus, it avoids the all-too-common survey fatigue—you know, when someone hits the 50th question and starts thinking more about how many of them are left than about answering thoughtfully. In turn, leaders gain valuable insights without burdening their teams, making it a win-win for all parties involved.

 

  • Group discussions. Because there are only a few constructs to break down, group debriefings can occur. These group sessions provide another opportunity to ensure leaders the focus of the assessment is on developing specific behaviors and competencies instead of rating their performance, cultivating a space where leaders can take in results with their peers (easing their concern that they may be the only ones with room for improvement and share their impressions and concerns as they relate to their roles’ and organizations’ context, gleaming helpful insights from those around them.

 

  • Wider reach. The savings you’ll make also mean micro-360s offer the opportunity to extend valuable self-awareness to a wider audience—- not just senior execs but also middle managers, who research shows play a critical role in driving organizational success. And when you empower a larger portion of your workforce, the impact doesn’t just stop there—it creates a ripple effect of growth and improvement that spreads throughout the entire organization.

 

  • Continued insights. The efficiency of micro-360s makes it surprisingly feasible to conduct them regularly, enabling ongoing feedback loops and tracking progress over time. With them placing a lighter cognitive load on participants, organizations can obtain repeated assessments to measure development and adapt training strategies accordingly. This iterative approach ensures sustained growth and keeps leadership development aligned with evolving business needs.

 

Ready to take action?

Micro-360s offer a focused and efficient approach to leadership development. By concentrating on a few key competencies, micro-360s empower leaders to embrace self-discovery, prioritize growth areas, and translate feedback into meaningful action. This streamlined process not only saves time but also fosters a culture of continuous improvement, extending developmental opportunities to a wider audience and ensuring alignment with evolving organizational needs. Ultimately, micro-360s are a valuable tool for cultivating employee growth and driving organizational success. Think micro-360s could be the key to unlocking your organization’s potential? We’re here to help you explore the possibilities.

Monark

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