| "360 degree feedback - a coaching diagnostic" | ||
| 360 degree feedback is an invaluable coaching diagnostic tool that is being increasingly used to build individual and organisational capability. A key value of the process lies in being able to quickly identify different performance perceptions against a set of competencies relevant to the individual. | ||
360 degree feedback - a necessary invention |
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| Our product FCF-360 was a necessary invention. Fifteen years ago we were asked by a mining client to coach two of their senior managers to develop particular leadership skills. The Mine Manager briefed us that the two individuals both lacked leadership presence, assertiveness and communication skills. This all sounds pretty straightforward but there was a stumbling block. The two managers had received zero feedback about their leadership capabilities during their time at the mine. In fact they had received substantial performance bonuses, as the mine was very profitable, for the past three years. The Mine Manager was very reluctant to give feedback. It was a culture of conflict avoidance, closed communication and poor people management. We found ourselves in a situation experienced by many external consultants and coaches. We had received an assignment that was deemed too difficult and unpalatable for internal people to handle. |
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| 360 degree feedback questions need to be targeted | ||
| The coaching process began and we set about trying to gain shared agreement about the challenges and goals to be set. It was at this point that we were introduced to the world of differing performance perceptions. Both individuals appeared to have very positive perceptions of their impact as leaders. They were both hard working, affable and well intentioned. It was time to use some diagnostic instruments. We used some psychometric tools and a standardized 360 degree feedback instrument. At that time there were very few 360 degree feedback tools that could be customized. We were getting nowhere with the global results. The diagnostic tools did not target what we wanted to probe and explore with the individuals so we knew weI were missing the mark. This was how FCF-360 began. We developed a survey that strongly targeted the behaviors that the Mine Manager had identified. As part of the coaching process we assisted the individuals choose a range of people to give them feedback. We conducted the confidential process manually, which is a far cry from our current web based process. The results came back and we were in business. For the first time in their careers these two technically sound individuals were receiving very specific feedback about their people management skills. It was the first time they had received structured, comprehensive feedback from their Manager. We had a roadmap for the coaching process. |
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| 360 degree feedback insights lead to targeted action | ||
| Once we had worked through the variations in perceptions we reached the point where both individuals were able to gain some insights into their leadership style. By this stage we were also able to give them some feedback as to how we experienced them in the coaching process. We designed a six-month coaching process to build their strengths. Coaching is such a powerful, individual change process. It keeps people honest and prevents them from slipping backwards. It passes on new knowledge and skills. It also tracks progress in achieving designated goals. We met regularly focusing on a different target behavior at each session. One year later we conducted the 360 degree feedback process again as a post coaching measure. Both individuals had made significant improvements and their self-perceptions were now also more closely matched to their feedback team. |
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| 360 degree feedback is an invaluable coaching diagnostic tool | ||
| Using a targeted 360 degree feedback survey as part of a coaching process is invaluable. When an individual is being coached there is a strong reliance on self – report. Gathering perceptions from significant others in the individual’s workplace allows the coaching process to get off to a flying start. | ||
Maryanne Mooney
Director, Full Circle Feedback
maryanne@fullcirclefeedback.com
