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

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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

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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

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A Learning Guide is provided to assist with interpretation of the feedback report

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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