Interview-based 360 surveys are rooted in the principles of social psychology, which recognizes that behavior is influenced by a range of factors, including individual traits, situational context, and social dynamics. By gathering feedback from a variety of stakeholders, including supervisors, peers, and subordinates, interview-based 360 surveys provide a more holistic view of an individual’s performance, taking into account the diverse perspectives and experiences of those around them.
The process of conducting interview-based 360 surveys also draws on the principles of self-awareness and self-reflection. By providing individuals with detailed and personalized feedback on their performance, interview-based 360 surveys can help them develop a more accurate and objective view of their strengths and weaknesses, as well as their impact on others.
Additionally, the coaching process that often follows the survey results is designed to help individuals reflect on and modify their behavior in light of the feedback received, encouraging personal growth and development. This process draws on the principles of behavior change and motivation, recognizing that individuals are more likely to engage in meaningful change when they are intrinsically motivated and supported by a skilled coach.
Overall, the psychology behind interview-based 360 surveys is grounded in the principles of social psychology, self-awareness, and behavior change, with the goal of helping individuals improve their leadership performance and achieve greater success in their roles.