Developing Leaders and Teams

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           360 Degree Feedback

360 degree feedback

360 degree feedback, when done well, is one of the most powerful leadership development tools available. It enables individuals to get confidential, structured and detailed feedback about how others view their performance at work, highlighting their strengths and their performance gaps. As the name suggests, the process invites anonymous feedback from a variety of different stakeholders such as line manager, colleagues and direct reports. A self-assessment is also completed.

Its one of the few development tools that provides robust, hard data against performance measures. This enables progress to be measured by organisations and many clients repeat the 360 feedback process 12-18 months later for this purpose.

A 360 degree feedback appraisal pinpoints exactly where energy and investment is needed. A bespoke questionnaire ensures that you are measuring what matters to your organisation, both now and in the future.

Finally, powerful feedback coaching centred on the feedback reports, creates energy and commitment from participants to build on strengths and address performance gaps.

We help you to maximise the value of your 360 process. We use our expertise and our world class online system to enable you to deliver an effective, sustainable development experience.

360 degree feedback also has significant value at an organisation level when aggregate data is collected from 360 reports. We use this data to produce information about themes and patterns of strengths and weaknesses. Reports can include all or segmented participant groups and anonymity is maintained.

Whether you want a questionnaire designed, feedback coaching, or to build internal capability by training internal 360 feedback providers, or the delivery of an entire programme, we have a wealth of experience and a lot of very satisfied client stories to share.

 

We also offer 360 Grad Feedback in German for all German speaking countries.

360 Feedback Reports

Our 360 feedback reports balance in-depth, robust data with a straight forward, easy to interpret style. The report has three main sections. There is a visual overview of the results by competency and detailed competency and indicator scores by respondent group. The third section is narrative feedback which is often the most valuable element. The narrative questions can be adapted to your requirements with bespoke questionnaires.

Here you can download a free sample report.

Talent for Growth have provided an extremely professional and efficient service in administering 360 feedback for us. The online tool itself has proved invaluable as part of our leadership programmes.

Rose Bevan

Head of Learning and Development, Taylor and Francis

When can 360 Degree Feedback be most effective?

Traditionally, a 360 degree feedback review has been used for individual development. However, it has far wider application and value to bring to organisations. Here are some of the ways that we’ve helped clients to support organisation development.

Using the 360 feedback process prior to a leadership development programme to engage participants and provide focus areas for learning. Many clients then repeat the process 12 months later to measure improvements with hard data. This can also serve as an excellent way to measure the ROI from the leadership programme.

Asking various stakeholders of a team to provide a 360 appraisal of both individual and team performance is a creative way to utilise feedback. Stakeholder groups can be segmented to enhance the value of the information.

Establishing a baseline of capability in a specific area such as resilience, collaboration or emotional intelligence. This can be invaluable to identify strengths or flag risks when these specific skills are going to be needed. Examples of such times include acquisitions, re-organisation, joint venture projects etc. Emotional Intelligence is a critical skill for leaders and often a focus for development.

We have designed an emotional intelligence 360 feedback questionnaire, a collaboration questionnaire and a resilience questionnaire. These provide targeted data and identify quickly where development is needed.

360 Online Tool

It can significantly impact how users perceive the whole experience of 360 degree feedback. Our 360 online tool offers outstanding flexibility and reliability. Key benefits include options allowing you to set up the 360 degree feedback project to your requirements and straightforward, easy access for participants.

Clear instructions and built in prevention of user errors, a visual dashboard for participants to easily track their progress and reminders to keep their 360 feedback project on schedule.

Frequently asked Questions

Thinking of introducing 360 degree feedback?

Introducing 360 feedback to your organisation can bring significant rewards for individual, teams and the organisation. Maximise the return on your investment by adopting the following top tips:

  • Get sponsorship and support from the leadership team and ideally, encourage them to participate in the programme as early as possible so that they can become ambassadors.
  • Link the process to the business and people strategy. Don’t let it sit in isolation but make clear links to other learning processes and how it fits.
  • It should be voluntary so avoid imposing it and take care with the timing. For example, do it after a performance appraisal process, not just before.
  • Measure the right behaviours, for the present and the future, and invest in a bespoke questionnaire. It is not expensive and greatly helps face validity for participants.
  • Get the right 360 degree feedback system and partner (see our video below about this).
  • Train those involved, brief participants thoroughly, and train respondents in how to give valuable feedback. This step makes a huge difference to the success of the process.
  • Use experienced, skilled coaches to deliver the feedback. We recommend using external 360 coaches where possible but definitely for the senior leaders. Make sure your internal coaches are thoroughly trained.
  • Maximise the value by getting aggregate data to take a holistic view of strengths and performance gaps.

Finally, taking the time to plan these steps will pay big dividends and increase the value for everyone involved.

Case Studies

Bucks New University

Taylor & Francis

Lincolnshire Council

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