The impact of multiple source feedback on management development: findings from a longitudinal study

Despite the rapid uptake of multi-source multi-rater (MSMR) feedback systems by UK organizations, comparatively little research exists describing the actual impact on participant managers, in terms of changes in management competence. Ratings of 104 target managers (by self assessments, bosses-, first- and second-level subordinates) were investigated within the context of a developmental feedback programme in operation within an organization. The study compared ratings over two administrations (with two years between administrations) to determine: (1) changes in co-workers' perceptions of their target manager's competence, (2) changes in target managers' development needs over time, (3) factors influencing a target manager's revised self-assessment and co-workers ratings, (4) changes in congruence between self and co-workers ratings and (5) the relationship of feedback to the organization's formal performance appraisal process. Significant increases in managers' competence were perceived by the managers' themselves and by their subordinates, development needs were seen to reduce and self and co-workers ratings were largely seen to become more congruent. However, polynomial regression analyses revealed co-workers feedback at Time One was not predictive of targets' self-assessments at Time Two. The implications of these findings with regard to the utility of MSMR feedback as a tool for management development are discussed. Copyright (C) 2002 John Wiley Sons, Ltd.