Offer – Benchmark your feedback coaching team – register your interest between

If you’ve already invested in up-skilling your line managers to become coaches – or have set up a pool of coaches for your organisation – have you looked at how well they are doing as feedback coaches?  Have you looked at giving them feedback on their own coaching abilities?  Do they have any Blind Spots themselves or as a team?  And how do they compare to each other and the industry?…

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Giving feedback: take the person into account

Giving feedback thoroughly and effectively makes a real impact on how successful the 360 degree feedback process will be. But how the individual reacts and responds to both positive and negative feedback depends very much on how they are wired.  Those driven to succeed and attain goals (ie those who are ‘positively wired’), interpret and internalise positive and negative feedback very differently from those more concerned with avoiding failure and…

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360 – it’s not about comparing people

Making comparisons between people by using a 360 is one of the four deadly mistakes we see that some organisations make. It’s simply just not what 360 is about. But we have seen some 360 degree feedback tools on the market which, when the rater needs to provide feedback on, say, five people, puts all five of them on the screen at the same time. The idea is that this makes the process quicker…

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Avoiding ‘should’ in 360

In a 360 review, asking someone what their managers or co-worker should be doing is over-stepping the mark. In our recent blog post we talked about there being four deadly mistakes when carrying out a 360 programme. We’ve explored two of those four mistakes in other blogs and now we look at what you are asking of your raters. Some 360 degree feedback tools we’ve seen ask a person to rate…

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Giving better feedback

Feedback can be powerful. Giving and receiving quality feedback helps individuals, teams and the business as a whole to develop. The challenge which faces us all is how to make a useful contribution when giving feedback to others. In our We think… article – Impact of feedback – we explore how the straightforward FEED model can help structure your conversations. FACTS – Describe factually what it is that the person actually…

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How to spot good quality 360 feedback

We get to see many results from 360 reviews – and also spend time talking through reports with 360 participants – and we notice the varying quality of feedback that has been provided by the reviewer or rater. Regardless of how sophisticated the 360 process or software is, if reviewers don’t take the time to provide considered, balanced, constructive and honest feedback, the usefulness of the reports will be limited.…

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Leadership and Learning Agility

Increasingly we are hearing from organisations that are moving away from highly bespoke, tailored models of leadership effectiveness within their organisations to using generic, cross-sector criteria for assessing their top people, finding talent and developing their pool of leaders. One recurring theme among these generic models is learning agility. This is not a new concept; in their 1985 paper “Leaders: The Strategies for Taking Charge”, Warren Bennis and Burt Nanus…

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Why do some 360 degree feedback programmes have more impact than others?

What makes for an impactful 360 programme? In an issue of  Assessment & Development Matters (Volume 2, Number 3, Autumn 2010) from the British Psychological Society, Phil Morison presents his qualitative research (conducted in collaboration with Brighton University Business School) into participants’ perceptions of the 360 degree feedback experience. He set out to develop a predictive model in order to help organisations gain a better understanding of the factors that…

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