WK6 DQ 1

A key question is whether 360 data leads to leadership changes. For some leaders, and some competencies, awareness and self-directed learning might work. For other settings, a different training or experiential intervention might be appropriate.
Another issue about the feedback being "clear," is that sources may not agree. As such, which source is accurate? Will a ratee discount unfavorable feedback in favor of positive feedback?
Finally, is there evidence (in statistical terms) that 360's are associated with improved leadership performance?