Upskill those managing the 360 feedback conversation

Investing in a 360 process has little meaning if the review and feedback conversations take place with little effect.

Our Facilitator training course is for those businesses that use or plan to use 360 degree feedback – regardless of the system – and committed to ensuring that the feedback and development conversations are targeted and professional whether it is a regular review or as part of a talent academy.

Your people, your process, your strategy

In-house on your premises or at a venue you select, this is a one-day course – with some pre- and post-course work too. Our Course Leader will take time before to understand the process you work within and the activity you undertake.

Baselining your skills as a Facilitator

Understand the skills you bring to the course by completing our Talent FQ™ questionnaire. You’ll get an insight into your own preferred approach – and an understanding of where skills need to be acquired. You’ll access your own 360 profile and be able to benchmark yourself and your team through our Coaching Capability Questionnaire.

Understanding the psychology of performance at work

Our course is run by a business psychologist. This gives you the sound theoretical and up-to-date knowledge of what drives people performance, and builds on this by hearing about best practice gained across sectors, organisation size and 360 process adopted.

Practical experience develops proficiency and confidence

Giving and supporting high quality 360 degree feedback sessions requires skill – and skill that is best acquired in a supportive, non-threatening environment. We give you practical exposure to giving feedback by exploring your own 360 feedback profile.

Beyond the course: building the competencies of good facilitators

We know what makes a good facilitator – and the competencies required. After the course you’ll be able to continue to access the Coaching Capability Questionnaire so you can continue to develop your skills. You’ll also receive a copy of our Good Practice Guide.

Better feedback conversations:

• Give your people a better understanding of their own strengths and areas for development
• Provide a clearer demonstration of your desired corporate behaviour
• Demonstrate commitment to on-going feedback and development –
• Align feedback activity across the organisation
• Identify potential in your people