360 Degree Feedback: Ensuring Measurable, Sustainable Change

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T A L E N T I N N O V A T I O N S

360 degree feedback:

ensuring measurable, sustainable change

Elva Ainsworth 26th January 2011

Agenda

• Welcome and introductions• Introducing 360 degree feedback• Purpose of 360 degree• Six key factors that make 360 really work• Top tips on how to implement a 360 for the best results• Integrating 360 into the broader change process• Questions and answers

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T A L E N T I N N O V A T I O N S

Our Passion and Commitment

“Devoted to Development”

with brilliant online HR tools and insightful psychological

expertise.

What is 360 degree feedback?

• Feedback on behaviour from multiple perspectives – often:– Self, Manager(s), Reports, Colleagues [8-12]– External parties e.g. customers, suppliers, experts– Other senior managers

• Assessment of competencies– Benchmarked– Company/industry-specific

• Integral to career, performance management or development programme

What is 360 measuring?

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Why 360º?

• To enable growth and learning • Focuses on performance at a behavioural

level• Provides quality data from respected sources • Offers clarity on strengths and development

needs• Forms an important piece of development

planning

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Johari’s Window

Known

Unknown

Known

Unknown

You

Others

Known arena

Facade ?

Blind spot

The Goal is Transformation

Measuring is the tool….

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6 key factors to making it work

1. Declared commitment from key players2. Positive communications and branding3. Visible openness to learning4. Integrated support and follow-through5. Integrity of process and system6. Position that wherever people are up to

is perfect

Neat ideas to help gain commitment….

Enabling a Paradigm Shift

The TI Methodology

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The Power of a Clear Goal    

• Shifts your perspective

• Playing a bigger game

• Being committed

• Being brave

• Guides your actions day-to-day

• Motivates you and others

• The world reorganises itself around you....

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Development in Context

CONTEXT

ECONOMY

CULTURE

BOSS

JOB

REGION

COMPANY

COUNTRY

PEERS

EDUCATION SYSTEM

OWN TEAM

BUSINESS MODEL

STRATEGY

VISION

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T A L E N T I N N O V A T I O N S

Transformational Methodology

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Tips and Secrets for Successful 360

•Choose a supplier to be your partner

•Create a process that matches your objectives and your culture

•Choose a model that will drive the required behaviours of the future

• Have an expert write your 360 items for you

• Choose the form of survey to meet your needs e.g. ipsative/normative

• Select the appropriate benchmarks

• Build your vision/values/strategic themes into the instrument

• Include relevant hard business measures for later validation purposes

• Work with a communications expert to brand the project and tool

• Trial your new instrument - test the firewall, content, communications, process, report output and the follow-through

• Make amendments to ensure it works 100%

• Train up coaches/managers in skills to support 360s

• Plan for follow-up and year-on-year comparisons

Leadership Engagement is key…

…as is being clear on the ultimate goal

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Contact:

Elva AinsworthManaging DirectorTalent Innovations Ltd

www.talentinnovations.co.ukelva@talentinnovations.co.ukTel: +44(0)845 362 3269Mob: +44 (0)7966 128910