charles rogel, mba 360-degree feedback best practices · founded in 1996 200+ clients in 70...

360-Degree Feedback Best PracticesLeadership Intelligence Webinar

Charles Rogel, MBAVP Products &

Marketing

Kristin Chapman, MBAPrincipal Consultant

www.Decision-Wise.com

Founded in 1996200+ clients in 70 countries and 30 languages7,000+ 360-degree feedback surveys in 2015

Coach executives around the worldTrain leaders on coaching skills


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8 Reasons Why We Need 360 Feedback

How to Sell 360-degree Feedback in Your Organization

Increases self-awareness

Clarifies behaviors

Measures the “how”

Raises accountability

Promotes dialogue

Improves working

relationships

Encourages development

Enhances performance


Choose the Right Questions


Selecting Raters: Rater Groups

If you changed supervisors in the

past three months, you may want

to invite your previous and current

supervisors to participate.

Your Supervisor(s)

Your Peers

Include those with a similar job level

with whom you work regularly.

You

Your Direct Reports

Include those who have worked

immediately under you for at least

three months. It is recommended

that you include all of your direct

reports.

Your Others

Indirect reports, internal or external

customers, or cross-functional team

members.


Confidentiality

Make it safe to share feedback

Set Expectations

Reminders

Delivering the Report

Rater group size

Outsource vs. In-house


Confidentiality

Set Expectations

1. Who is going through the 360 feedback process?

2. Who chooses raters?

3. Who will see the report?

4. Who will debrief the results with me?

5. What am I expected to do after getting my report?


Confidentiality

Rater Group Size and Reminders

1. Scores are averaged by group. The more raters in the group, the more confidentiality

2. You need at least two responses to receive a break-out

3. Exception: Manager and self-scores are shown individually

4. Reminders are critical to increase participation to fill the group pools


Confidentiality

Outsourced Process

1. Higher perceived confidentiality

2. Easier administration

3. Expertise and guidance from outside provider

4. Proven survey content

5. Benchmarking comparisons

In-house Process

1. Lower perceived confidentiality

2. Less expensive

3. Complete visibility

4. Flexibility


Interpreting the Results


Group Results


Potential Coaches

External Coach

HR

Boss Peer


Reactions to Feedback: SARAH Model

Hope

What? Did I hear

you right?

Are you kidding?

I don’t think so!

Stunned silence

Non-responsive

No way! Obviously

others don’t get

what I do.

I just can’t talk

about this now.

I get it—but I don’t

buy it. It’s a mistake.

This doesn’t apply

to me.

What’s the point of

trying?

What do I need to

consider?

What can I do? What

might be possible?

Who might be able

and willing to help?

Hey, this might

actually work out.

I can see how this

could lead to

something good.


Follow-up Survey

1. I received sufficient coaching regarding my 360 results.

2. After receiving my 360 feedack survey report, I set specific development goals.

3. My manager follows up with me on a regular basis regarding my development goals.

4. Overall, the 360 feedback process was effective.

Fortune 500 company244 leadersInternal coaching process


94%Of those that received coaching and set goals felt the 360 process was effective.


34%Of those who did not receive sufficient coaching felt the 360 was effective


Coaching Best Practices

Process Overview

Group Session

Individual Session

Discovery Meetings

Finalize Action Plan

Share Goals with Others

Follow up with

Coach/Mgr

Check in with Peers/DRs


360 Feedback Follow-up Process

Thank raters for the

feedback

Acknowledge what’s working

Acknowledge what’s not working

Ask for help


Sample Timeline

SURVEY ADMINISTRATION 3 weeks Feb 21 – March 11

Send rater selection email to participants Monday, Feb 21

Rater Selection Deadline Friday, Feb 25

Send invitation emails to raters Monday, Feb 28

Send reminder email Monday, March 7

Survey Deadline: deadline email Friday, March 11

COMPILATION OF DATA 1 week March 14 - 21

Finish reports and send to HR Monday, March 21

TURNING FEEDBACK INTO RESULTS Ongoing Ongoing

Group workshop March 30-31

Individual coaching sessions March 31-April 2

Managers follow up with participants to solidify goals, implement action plans, and make changes

Ongoing


White Papers

Samples

charles rogel, mba 360-degree feedback best practices · founded in 1996 200+ clients in 70...

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