It is true that low scores need to be addressed, but it should not be a major focal point for development. Instead, you should lay emphasis on your strengths and address those limitations that restrict you from attaining your full potential.

For instance, suppose you are a creative managing director of a company, but you have not been good at managing budgets associated with your marketing plans. You may be successful as you can work with direct reports to create good marketing campaigns, but you struggle as your ideas often exceed the budget in its execution. This weakness would definitely have a negative impact on your ability to succeed, and other’s perception on your overall abilities.

A good solution to such problem might be to focus on correcting this weak point, by attending a budgeting course. However, this option can take time and be expensive. Apart from this, it would not take into account your real strengths, your ability to create incredible marketing campaigns.

Overlooking this strength would be appalling. The solution to this problem could be as simple as requesting a member of your team to check and control expenditures. Focusing on weakness, while overlooking the strength, is surely not the solution.

Many a times, we might perform so well that we tend to forget that we are good. These are what we call strengths, talents and skills. A 360 degree feedback report would help to identify the highest scores as perceived by others. However, the members need to translate what their real strengths are.

They should evaluate the strengths that are evident in the 360 degree feedback. It should be remembered that objective setting and deed planning should first lay emphasis on the strengths and then on weak spots that impede success.