360 Feedback

360 Feedback

360 feedback is an important tool in allowing the personal development of staff. It enables an honest assessment of their performance and behaviour within the organisation and typically uncovers findings that had not been considered. Constructing strong frameworks for employees to develop their weaknesses and support others with their strengths can foster a collaborative and more productive working environment. However it is important that personal findings are handled professionally.

Coaching

It’s all very well encouraging people to give and receive feedback about behaviour but, fundamentally it is a delicate subject due to the personal implications of the discussion. Discussions can become uncomfortable, uneasy and maybe defensive. If we don’t work through those issues, the feedback (positive or negative) ends up in having less of an impact, and nothing can happen. Which is why professional coaching is vital to manage the situation to a constructive outcome. We are capable of providing coaching support and coaching training. Either way, we want to make sure that when people receive feedback they are presented with positive steps forward.

Our Coaching Process

From Awareness to Action. A 360º feedback report is designed to provide an individual with awareness about the impact of their behaviour on other people. It helps them see what they do that is effective, what isn’t and what could be more effective. You could argue that increased awareness is – in itself – enough to justify the investment. Some individuals need very little encouragement to act, but for many others, using awareness to do things differently requires support. Support doesn’t always need to be a training course. In fact we think it rarely does. But to make the coaching effective, we recommend a two step approach.

Step 1

Within a day or so of receiving his/her report, the individual meets with a line manager, coach or consultant to discuss the findings.
The objective of this 1.5 hour meeting is to enable them to freely express their thoughts and feelings about the feedback. As simple as this may sound, it is a critical step in moving from awareness to action. It’s about exploring what is important in the feedback, and why it is important to them. It’s not about what they are going to do.

Step 2

Having had a week or two to reflect on the previous conversation, the individual and coach talk again. This time, the objective is to identify one clear goal and one course of action that they collective want to take. It’s about finding small, but significant changes that make a difference and are achievable. It’s a quick solution focused approach that builds confidence in the individual so that they become more capable of managing it themselves in the future. Further meetings, either face-to-face or over the telephone may be required – but this should be the exception rather than the rule. Informal, spontaneous and quick conversations are often all that is necessary to provide the encouragement to carry on.

Terminology:

Project = A batch of 360° assessments using the same criteria conducted at the same time
Subject = An individual receiving feedback
Respondent = An individual giving feedback
Participant = All subjects and respondents in a project

360 Process

We always aim to find the process that works best for our clients situation. But here’s an example process designed to deliver the feedback quickly so people can take action while the findings are still current.

 

360-process