Open-Mindedness and Defensiveness in Multisource Feedback Processes

Abstract

Multisource Feedback Assessment (MSF or 360-degree feedback) used for employee development has become ubiquitous in many organizations. From an organization development (OD) perspective, this article presents a conceptual model to explain reactions to MSF in feedback recipients. In the ideal mode, MSF recipients react to MSF data with open-mindedness, a strong willingness to evaluate self-perceptions by learning from others’ perspectives. In the converse mode of defensiveness, MSF recipients are likely to be closed to and dismissive of others’ perspectives. The usefulness of the model for testing alternative MSF approaches is illustrated through a discussion of two MSF techniques: the Self–Other Comparison (SOC) approach and the Predicted–Other Comparison (POC) approach. Approaches that foster a mode of open-mindedness over defensiveness are more likely to produce the intended learning benefits.