360-degree feedback Briefing for Participants Full Circle Feedback
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Presentation on theme: "360-degree feedback Briefing for Participants Full Circle Feedback"— Presentation transcript:
1 360-degree feedback Briefing for Participants Full Circle Feedback
2 Outcomes from this session Understand the principles and benefits of 360-degree feedbackUnderstand the steps in the Full Circle Feedback process and how you will be involvedBe ready to take the next steps
3 The principles and benefits of 360 degree feedback
4 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 livesThere 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.
5 The most effective leaders understand the value of feedback and the impact that their own behaviour has on othersEffective leaders have good antennae – they understand the impact they have on others and are open to learning about themselvesSelf 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 feedbackNegative feedback has a far greater impact than positive feedback. We are all more receptive to positive feedback.
6 360 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 contentProvides a mirror to see how others see us – knowledge leads to action and improvementAssists in creating a learning or feedback culture – individual and collective learning
7 360 degree feedback is simply a collection of subjective perceptions -including your own. It is not a personality test.Confirms strengths and identifies areas for improvementPerceptions of our behaviour are both interesting and useful. These perceptions may not be consistent.The variations in perceptions provide insightTypically 2 – 3 themes will emerge as key insights that can be translated into goalsThe emphasis is upon development and not appraisal degree feedback can assist you develop and improve your performance.The process provides a snapshot in time within a certain context
8 You see yourself a certain way. The question is ... "How do others see you”… and ….“How do you impact upon their performance?"
10 The Process to dateTwo pilot groupsPositive overall response with suggestions for improvementRe-design of tool and process on the basis of this feedback
11 The Full Circle Feedback process StructuredAnonymous (except for Self and Manager)ConfidentialSafeUser friendlyWell supportedWeb-basedRobustBusiness basedDesigned to enhance learning and sustainable behavioural change
12 The survey is customised to meet the objectives of the project and Swinburne Specific, concrete, observable behaviourBased upon the Management AttributesSets DirectionManages change effectivelyCreates a learning environmentProvides education leadershipBuilds relationshipsDemonstrates personal integrityBuilds organisation capabilityExhibits entrepreneurial skillsDrives service excellenceThe development of management competencies is a key management development tool in enhancing our organisational leadership capability.
13 The process for Participants and Raters is easy and confidential
14 Participants are provided with a project status page
15 Participants are asked to nominate their raters on the web
16 Participants should select raters whose feedback they will value NominateYourselfYour manager3 – 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 frequentlyAre in a position to give you relevant and meaningful feedbackProvide a balance of people whom you think will give candid, constructive feedbackIt is useful to remember who you have asked to be part of your feedback team
17 Participants and raters are then asked to complete the survey on the web
18 Survey completion is confidential, simple and should take about 15 – 20 minutes Surveys may be saved in case you are interruptedSurveys are saved page by page on the Full Circle Feedback database as they are completedThis gives you the option to complete the survey in more than one sitting without losing what you have entered and savedYou may print a record of the surveyUse the Not Assessed/Not Observed rating if you do not have enough data to make a judgementSurvey responses may be reviewed and amended up until the time that the “Submit” button is clickedIf you have several surveys to complete, you may wish to space them out – one a day works well
19 Coaching Skills modules and resources are provided on the website to assist participants, managers and facilitators develop feedback skills
20 Participants receive comprehensive feedback reports (quantitative and qualitative) designed to accommodate different learning styles
21 Participants will be able to see their self and manager assessments, but other rater responses will be averaged to protect confidentiality
22 A Learning Guide is provided to assist with interpretation of the feedback report
23 Taking Action is the challenge Feedback alone does not create change. It is a trigger for self reflection, more feedback, goal setting and ongoing actionMake 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 actionPrint out the plan and place it in your report for regular referenceTrack your change!Involve your ManagerSet up a meeting to explore your report and it’s implications for your development
25 Next StepsYou will receive an from Full Circle Feedback inviting you to register/nominate your feedback teamAsk people to be part of your feedback teamRegister your raters on the web ASAPEveryone you nominate will be asked to complete a surveyYou will have a confidential 1.5 hour session to go through your report with Maryanne Mooney