I like the structure of this article and the author's three keys for making 360 Degree Feedback work. http://www.cio.com/article/31890/Getting_the_Most_Out_of_Full_Circle_or_360_Degree_Feedback It's really important that the individual is open to the feedback and is prepared to take the message on board - otherwise it is indeed a total waste of time. I saw a great quote recently by Richard Buckminster Fuller that puts it very succinctly: 'I find people only listen to you when they ask you to talk to them'. I have found that part of this process is ensuring that the individual understands how the feedback has been put together and believes in its validity, confidentiality and worth. If not, they can dismiss it...I don't believe they said this...they had ulterior motives for saying that...they don't have the right information about me...so crystal clear communication about it before it starts is essential - sometimes organisations try to short cut this bit of the process. I've got some checklists on coaching through 360 on www.tracksurveys.co.uk if anyone is interested in commenting or contributing.