It’s widely recognized and ingrained in the culture of organizations that 360-degree feedback is essential for understanding how we are perceived by others to identify areas for growth and opportunity. Without it, we risk flying blind, disconnected from how our actions and behaviors impact our teams and organizations, making it harder to achieve the results we want.

This need for feedback applies to all professionals at every level—from executives running companies to managers leading teams and to individuals spearheading projects.

To gather insights, HR and talent development professionals and leadership coaches often rely on interviews or survey-based tools. However, analyzing the responses can be a time-consuming, arduous process. Coaches use various methods to determine recurring themes, such as highlighting and color-coding similar words, tallying frequently mentioned phrases and identifying outliers to decide which points, if any, warrant attention. Despite their expertise, unconscious biases can creep in.

According to Dr. Mahzarin R. Banaji, co-author of Blindspot: Hidden Biases of Good People, “Our minds create mental ‘shortcuts’ that can lead to biased behavior even if we don’t intend to be prejudiced.” In an interview with the Cornell Chronicle, she noted, “… all of us make errors in judgment and decision-making that can be costly.”

Confronting bias through the fourth lens: AI

These biases can manifest in many ways. For instance, coaches may unconsciously favor feedback from higher-ranking individuals, interpret responses through an emotional lens or inadvertently confirm pre-existing beliefs.

That’s where AI steps in. The way we “show up” can be interpreted through multiple lenses:

• Your Lens: How you see yourself—your strengths, weaknesses and personality traits.

• Their Lens: How others perceive you—your behavior, impact and areas for improvement.

• The Coach’s Lens: A trained interpretation of the feedback, informed by expertise and experience.

AI offers a fourth lens: an objective, unbiased perspective. While coaches are well-intentioned and well-trained to avoid bias, they can use AI to complement their efforts by analyzing feedback without emotional or cognitive interference. This additional lens offers coaches a way to confirm and refine their analyses.

AI’s role in the revolution of leadership development

This objective, unbiased perspective is causing the landscape of leadership development to undergo a seismic shift. AI is no longer a futuristic concept but is now a present reality. By leveraging AI, organizations can transcend the limitations of subjective feedback and usher in a new era of data-driven insights. This approach can generate unbiased, actionable feedback, fostering growth for leaders. In an increasingly competitive talent market, embracing AI in leadership development is not just an advantage; it’s a strategic imperative.

Traditionally, leadership development plans relied heavily on the subjective interpretation of 360-degree feedback. This process has always been inherently prone to human biases hindering objective analysis and potentially limiting a leader’s growth. By leveraging AI, these biases can be mitigated and unlock a new level of precision in development planning.

Another way AI revolutionizes this process is through the creation of a development plan that aligns to the values of the organization and to an organization’s leader competency model. Gone are the days when an executive coach and a leader go through the arduous process of identifying the skills, experiences and exposure needed to move a leader forward and then apply a D&I lens to that work. AI can bring all of this together instantly, allowing the leader and the executive coach to refine and edit as needed.

AI can be used to integrate multiple data points (e.g., 360 data, other assessments) into one narrative for a leader focusing objectively on key themes and patterns. Executive coaches will often take a multi-pronged approach to assessing leader skills, behaviors and aspirations. It can prove to be challenging to bring all this data together in a cohesive manner, ensuring the leader understands the most relevant patterns and focus areas.  AI can save time, reduce bias and highlight key insights.

Performance reviews are enhanced by AI ensuring that feedback is balanced, reducing favoritism and hidden biases. Incorporating a leader’s goals, measures, feedback and a draft review into an AI tool provides a leader the opportunity to ensure they are fairly evaluating performance in an unbiased manner. The careful design of AI prompts is a critical step. Done well, employees experience significantly more equitable organizational practices.

Leadership development of the future

HR executives and executive coaches will understandably have concerns about losing the human touch in feedback processes and about the accuracy and fairness of AI-generated outputs. These concerns are valid and must be addressed. That said, it’s critical to emphasize that AI should serve as an assistant, which should augment human judgment, not replace it. Leaders and coaches retain ultimate responsibility for interpreting AI-generated insights, ensuring they align with individual and organizational needs and values.

As 360-degree feedback becomes increasingly essential for success, AI offers a way to overcome the limitations of traditional methods. Biases and inefficiencies in manual feedback analysis—despite coaches’ expertise—can cloud judgment and hinder growth. By serving as a fourth lens, AI complements leaders’ self-awareness, others’ perspectives and coaches’ insights with objective analysis. This approach enhances the human touch, helping leaders uncover patterns, refine plans and drive growth. Organizations that embrace AI in leadership development will foster more equitable practices and gain a competitive edge.

The post AI is driving a ‘seismic shift’ in leadership development. How to keep up appeared first on HR Executive.