Develop coaching competencies using 360 degree feedback

Last week we looked at how 360 can support conflict resolution and, as part of that, we suggested that on-going coaching can support managers to become more effective. This blog now turns the table on 360 and looks at how 360 can be used with the 360 facilitators or coaches themselves to help develop their coaching competencies. Coaching is a significant investment for any organisation. The services of a good…

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The proof of the 360 pudding…

The proof the pudding, as the saying goes, is in the eating. Want to try out 360 degree feedback software using our online Talent 360 – and see for yourself the value and clarity you’ll get? Well, now you can! We’re offering HR decision makers (and a few of their colleagues) the opportunity to try out 360 online and learn how in-depth yet clear the information is, and how easy to use and re-use the feedback you’ll get. It’s…

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Make 360 feedback meaningful

By Debbie Hance, Head of Business Psychology Last week, a good friend and colleague asked me which inventions had changed my life. Feeling that ‘Shellac’ might be a tad too shallow and flimsy, we talked about things that had changed our working lives and practice! We both immediately settled on 360 degree feedback and heartily agreed that this remains one of the most powerful personal development tools we, as L&D…

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How to use 360 to spot high potential

360 degree feedback is typically thought of as a learning and development tool, but how can it be used to spot high potential? We’re often asked this sort of question during our talent management software implementation sessions with customers, or as part of the programme review meetings we may hold. In our latest video, our Head of Business Psychology, Debbie Hance, shares her knowledge and expertise at a recent Head…

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Building a feedback and coaching culture – we’re trying, but is it working?

In this week’s blog, Debbie Hance, our Head of Business Psychology takes a look at how organisations can look at the quality of their managers’ feedback conversations and how coaching capability can be assessed. Many of the organisations we talk to are still on their journey to improve the quality of feedback that people get whether from their line managers or from others (colleagues, direct reports, customers and so on). Many of these…

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Pinpointing the key areas of 360

The best 360 degree feedback tools provide the recipient and the organisation with rich, focused and useful feedback about an individual’s performance. But pinpointing the important areas can be tricky. In our Talent 360 software we’ve tackled this head on – and have developed three features to do this: Keys There’s usually a small number of competencies that are generally seen to be ‘critical’ or that have been found to be particularly predictive…

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Preparing for 360 feedback sessions

Drawing together and making sense of the information gathered in a 360 review is an important element when preparing for 360 feedback sessions. Typically you’ll have a report generated from your on-line 360 tool such as Talent 360 which brings together the various observations, comments and feedback. But how then to present this to the participant when there is so much of value? On our facilitator training programme which helps introduce…

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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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New guide helps HR teams make the right choices about 360 degree feedback

Much of the advice on planning, implementing and managing 360 degree feedback processes is either too formulaic, one-dimensional or ‘blindingly obvious’, according to talent management software specialist Head Light. To help practitioners understand the reality of the process and its finer points, the company has created a free, comprehensive handbook called The Good Practice Guide to Using 360 degree feedback. Instead of prescribing a single way forward, it examines how…

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6 indicators of High Potential – and how to identify them

For some line managers spotting those in the team who have the potential to progress and take on a larger role, can be tricky.  They need to know what makes for success and then how to identify this amongst their people – and ideally applying a tool they are already making use of. Each organisation is different – and what makes for success needs consideration.  But in our experience, there…

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