360-degree feedback briefing for participants full circle feedback
Post on 21-Dec-2015
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360-degree feedback
Briefing for ParticipantsFull Circle Feedbackwww.fullcirclefeedback.com
Outcomes from this session
Understand the principles and benefits of 360-degree feedback
Understand the steps in the Full Circle Feedback process and how you will be involved
Be ready to take the next steps
The principles and benefits of 360 degree feedback
People require feedback to achieve and maintain optimal levels of motivation and focus
People typically suffer from a lack of performance feedback throughout their working lives
There is a paucity of feedback in most Western organisations - the “Feedback Famine”
Feedback is the cheapest, most powerful development tool at our disposal. Yet it is also the most under-used - demand outstrips supply.
The most effective leaders understand the value of feedback and the impact that their own behaviour has on others
Effective leaders have good antennae – they understand the impact they have on others and are open to learning about themselves
Self reflection is a rare activity in the busy workplace. Good leaders subscribe to the time honoured maxim – First know thyself!
Leaders often avoid giving negative performance feedback
Negative feedback has a far greater impact than positive feedback. We are all more receptive to positive feedback.
360 degree feedback provides people with the opportunity to gain feedback from a range of sources
360 degree feedback is best used to measure “How” not “What”, i.e. the focus is on process rather than content
Provides a mirror to see how others see us – knowledge leads to action and improvement
Assists in creating a learning or feedback culture – individual and collective learning
360 degree feedback is simply a collection of subjective perceptions -including your own. It is not a personality test. Confirms strengths and identifies areas for improvement
Perceptions of our behaviour are both interesting and useful. These perceptions may not be consistent.
The variations in perceptions provide insight
Typically 2 – 3 themes will emerge as key insights that can be translated into goals
The emphasis is upon development and not appraisal. 360 degree feedback can assist you develop and improve your performance.
The process provides a snapshot in time within a certain context
You see yourself a certain way.
The question is ... "How do others see you”
… and ….
“How do you impact upon their performance?"
The Full Circle Feedback process
The Process to date
• Two pilot groups• Positive overall response with suggestions for
improvement• Re-design of tool and process on the basis of this
feedback
The Full Circle Feedback process
Structured Anonymous (except for Self and Manager) Confidential Safe User friendly Well supported Web-based Robust Business based Designed to enhance learning and sustainable behavioural change
The survey is customised to meet the objectives of the project and Swinburne
Specific, concrete, observable behaviourBased upon the Management Attributes• Sets Direction • Manages change effectively• Creates a learning environment• Provides education leadership• Builds relationships• Demonstrates personal integrity• Builds organisation capability• Exhibits entrepreneurial skills• Drives service excellenceThe development of management competencies is a key
management development tool in enhancing our organisational leadership capability.
The process for Participants and Raters is easy and confidential
© Full Circle Feedback 2002 Feedback by design Action from insight12
The process for Participants and Raters is easy and confidential
How Participants and Raters BenefitHow Participants and Raters Benefit
• FCF processes are highly confidential –Participants and Raters are provided with system generated passwords
• Participants and Raters have access to on-line coaching/learning support materials, instructions and processes
• Participants enter their Raters on-line
• Surveys are entered on the web
• Participants can see who has and has not completed their feedback
• Feedback reports are produced in real time
• Participants can view their feedback reports on the web and print/store them if desired
• Consulting/coaching support is available to assist through the feedback process
• FCF processes are highly confidential –Participants and Raters are provided with system generated passwords
• Participants and Raters have access to on-line coaching/learning support materials, instructions and processes
• Participants enter their Raters on-line
• Surveys are entered on the web
• Participants can see who has and has not completed their feedback
• Feedback reports are produced in real time
• Participants can view their feedback reports on the web and print/store them if desired
• Consulting/coaching support is available to assist through the feedback process
Participants are provided with a project status page
© Full Circle Feedback 2002 Feedback by design Action from insight13
Participants are asked to nominate their raters on the web
© Full Circle Feedback 2002 Feedback by design Action from insight14
Participants should select raters whose feedback they will value
Nominate Yourself Your manager 3 – 6 raters in each sub group defined for the project ( Peers, Direct
Reports, Stakeholders,Others). You may use any or all of the sub groups. Selection of raters should be based upon choosing people who:
Interact with you frequently Are in a position to give you relevant and meaningful feedback Provide a balance of people whom you think will give candid, constructive
feedback
It is useful to remember who you have asked to be part of your feedback team
Participants and raters are then asked to complete the survey on the web
© Full Circle Feedback 2002 Feedback by design Action from insight16
Outstanding raters will be followed up politely to complete the survey
Outstanding raters will be followed up politely to complete the survey
Survey completion is confidential, simple and should take about 15 – 20 minutes
Surveys may be saved in case you are interrupted Surveys are saved page by page on the Full Circle
Feedback database as they are completed This gives you the option to complete the survey in
more than one sitting without losing what you have entered and saved
You may print a record of the survey Use the Not Assessed/Not Observed rating if you do not
have enough data to make a judgement Survey responses may be reviewed and amended up
until the time that the “Submit” button is clicked If you have several surveys to complete, you may wish
to space them out – one a day works well
Coaching Skills modules and resources are provided on the website to assist participants, managers and facilitators develop feedback skills
© Full Circle Feedback 2002 Feedback by design Action from insight18
Participants receive comprehensive feedback reports (quantitative and qualitative) designed to accommodate different learning styles
© Full Circle Feedback 2002 Feedback by design Action from insight19
Participants will be able to see their self and manager assessments, but other rater responses will be averaged to protect confidentiality
© Full Circle Feedback 2002 Feedback by design Action from insight20
A Learning Guide is provided to assist with interpretation of the feedback report
© Full Circle Feedback 2002 Feedback by design Action from insight21
Taking Action is the challenge
Feedback alone does not create change. It is a trigger for self reflection, more feedback, goal setting and ongoing action
Make a note of your insights and actions on the Full Circle action plan.
Only 3% of the population have written goals and yet there is a strong, positive correlation between the written plan and action
Print out the plan and place it in your report for regular reference
Track your change!
Involve your Manager
Set up a meeting to explore your report and it’s implications for your development
The Next Steps
Next Steps
You will receive an email from Full Circle Feedback inviting you to register/nominate your feedback team
Ask people to be part of your feedback team
Register your raters on the web ASAP
Everyone you nominate will be asked to complete a survey
You will have a confidential 1.5 hour session to go through your report with Maryanne Mooney