In this article the Reformed Manager tells a story about how coaching and 360 Degree feedback can have the effect of making people aware that they are not in the right job or role, and how that realisation can turn out to be a turning point for them.
Sometimes 360 Degree Feedback and coaching can bring difficult messages out into the open. Although it’s uncomfortable, we need to listen to those messages and do what’s best for the person and the organisation.
And sometimes what’s best can be for that person to move to a different role or a different department, or even a different organisation. I’ve had experience of coaching people and working with their feedback which ultimately led them to change careers!
But rather than fear this, organisations should accept it and use 360 Degree Feedback and other tools to ensure that the best people for the job are doing that job. Unhappy unfulfilled employees don’t do themselves or their employer any good at all.
In this article, What Kind of Example Do I Want To Be, the writer has analysed 360 Degree Feedback from a number of organisations and has identified some key leadership behaviours from the feedback and comments received.
This is something that we have started to do with a number of the organisations we work for, that is, using their 360 Degree Feedback as both an assessment of current skills, behaviours and values for individuals, and a way of analysing the overall skill levels and key values in the whole organisation.
So if you're conducting a training needs analysis, or looking at the real values that the organisation aspires to (which is an essential place to start if you're looking at what really differentiates you from the competition), then 360 Degree Feedback is a great tool to use for this.
You can start with measuring against standard skills, competencies or values, and then develop and customise these as you gather more evidence, and measure the changes as they happen.
If you've used 360 Degree Feedback this way, please feel free to share your experience and whether this was a valuable exercise. If you like to talk to us about this in more detail, please e-mail at jo.ayoubi@tracksurveys.co.uk.
On the subject of performance review and appraisal, giving regular feedback to your team, colleagues and boss is a great, easy way of improving everyone's performance and building good work relationships. Here's a link through to how giving rapid feedback can really help performance.
Here's a quick thought from my UK Training Zone 360 Degree Feedback group discussion on the dreaded 'Can I give you some feedback' question....