Evaluate the impact of 360-degree feedback on leadership style from a theoretical perspective of leadership.

Research evaluating 360-degree feedback systems tends to demonstrate superior outcomes to more traditional performance assessments. 360-degree systems rely upon multiple points of evaluation including supervisors, peers, self-rating, subordinates, computer-based ratings, and in some instances outside sources such as customers or clients. Discuss the advantages of a multi-rater system to improve evaluation of leaders and subordinates. Examine the challenges of the 360-degree feedback system especially considering how to increase rater agreement, frame-of-reference, and how to ensure raters know what behaviors and characteristics comprise effective performance. Lastly, analyze the future of 360-degree feedback and the inclusion of computer-based assessment within a 360-degree feedback system.