Abstract
Two cornerstones of leadership development are 360-degree feedback and executive coaching processes. Coaching is growing rapidly as a follow-on activity to help 360 feedback participants interpret their results, facilitate goal-setting, and achieve behavior change. The purpose and benefits of 360 feedback and coaching are identified, as are the principal ways they are used to advance organizational strategic talent and performance management objectives. Best practices, including how to maximize the effectiveness of feedback and coaching interventions, are addressed. Common methods for evaluating outcomes are discussed, along with their limitations. Recommendations for future practice and research that can improve organizational and individual results are included.
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