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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
[email protected]: +44(0)845 362 3269Mob: +44 (0)7966 128910