About 360 Degree Feedback

8/3/2019 About 360 Degree Feedback

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What is 360 feedback?

Behavioural: A tool which gives you insight

into the way others perceive you as a leader-

manager, based on your behaviours

Multidimensional: Opinions are gathered

from you, your manager, your peers and your

staff

Developmental: A critical supplement to goal-

based performance assessment for leader-

managers


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The strategic role of behaviours

Vision

What we aspire to be

Values

How we do things

Objectives

What we want to

achieve

Strategies

How we are going to

get there

Purpose

What we do


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Why? Benefits of 360feedback

A more balanced view of individualperformance - everyone who interacts withyou

Powerful - more likely to prompt behaviourchange, where required

Reveals unique information not capturedthrough day to day interactions (reflection)

Source ofreliable feedback for managers - acensus, not a sample


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Why? Benefits of 360feedback

Informative - tells you what other people wantfrom you

Development focused - a self directedlearning tool

Brings Values and Leadership Capabilities tolife and complements goal basedperformance requirements in the

Business Plan


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360 feedback: key points to

note Not you - how people perceive you

Perceptions determine interactions

Look at negatives and positives

Dont confront your observers

Improvement and development is the key


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The process- macro

Assess 360 readiness

Agree purpose of 360 development vs performance

Design / test diagnostic

Implement communication strategy

Administer 360

Debrief group and individual

Follow-up development and / or performance review


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The process micro

Online

Confidential link standards applied to

this survey

Ticket-based security - unique URL


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Administration details -

overview

1. Select your observers (staff, manager, peers)

1. Enter email addresses of your observers in the

tool2. Invitations to respond sent out by tool

3. Completion of the questionnaire by observers,

including self

4. Data automatically compiled

5. Reports created

6. Debrief held with coach


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Administration details -

information for observers

1. Inform your raters about 360 feedback - further

detail in the questionnaire itself if necessary

2. Stress that their perspective is valuable for your

professional development

3. Ensure they are familiar enough with your

performance to score you

4. Ask them to be candid (avoid identifyinglanguage) - all responses are confidential

5. Give raters feedback after your coaching

session - thank them

Documents

About 360 Degree Feedback