1. 360 degree feedback information session

2. What is 360° feedback?
Behavioural: A tool which gives you insight into the way others perceive you as a leader-manager, based on your behaviours
Multidimensional: Opinions are gathered from you, your manager, your peers and your staff
Developmental: A critical supplement to goal-based performance assessment for leader-managers

3. The strategic role of behaviours
Vision
What we aspire to be
Values
How we do things
Objectives
What we want to achieve
Strategies
How we are going to get there
Purpose
What we do

4. Why? Benefits of 360°feedback
A more balanced view of individual performance - everyone who interacts with you
Powerful - more likely to prompt behaviour change, where required
Reveals unique information not captured through day to day interactions (reflection)
Source of reliable feedback for managers - a census, not a sample

5. Why? Benefits of 360°feedback
Informative - tells you what other people want from you
Development focused - a self directed learning tool
Brings Values and Leadership Capabilities to life and complements goal based performance requirements in the Business Plan

6. 360° feedback: key points to note
Not you - how people perceive you
Perceptions determine interactions
Look at negatives and positives
Don’t confront your observers
Improvement and development is the key

7. The process- macro Assess 360 readiness
Agree purpose of 360 – development vs performance
Design / test diagnostic
Implement communication strategy
Administer 360
Debrief – group and individual
Follow-up development and / or performance review

8. The process – micro Online
Confidential – link “standards applied to this survey”
“Ticket-based” security - unique URL

9. Administration details - overview
Select your observers (staff, manager, peers)
Enter addresses of your observers in the tool
“Invitations to respond” sent out by tool
Completion of the questionnaire by observers, including self
Data automatically compiled
Reports created
Debrief held with coach

10. Administration details - information for observers
Inform your raters about 360 feedback - further detail in the questionnaire itself if necessary
Stress that their perspective is valuable for your professional development
Ensure they are familiar enough with your performance to score you
Ask them to be candid (avoid identifying language) - all responses are confidential
Give raters feedback after your coaching session - thank them