360 Degree Feedback

/360 Degree Feedback

Communication is key to a successful 360 degree project

By | April 26th, 2016|360 Degree Feedback|

Communication is key to a successful 360 degree project Communication is the key to success in all facets of the business, particularly when you implementing a change management process.  It is critical that all the people involved in your 360 degree feedback project are aware of its purpose, confidentiality and the outcome of [...]

From good to great. Lessons in leadership.

By | April 20th, 2016|360 Degree Feedback|

From good to great.  Lessons in leadership. ‘Leave your ego at the door!’  We have all heard this many times and yet we still see leaders who continue to focus on themselves.  We clearly understand that that the human ego can hurt the dynamics of a team, and therefore affect the outcomes for the [...]

Confidentiality – critical in a 360 degree feedback survey

By | April 14th, 2016|360 Degree Feedback|

Confidentiality - critical in a 360 degree feedback survey Confidentiality applies to both the participants and the raters. Participants - ensure that the report and the feedback remain confidential and only used as part of their development plan. Raters - ensure that their individual feedback can not be identified to allow open and [...]

The benefits of a project champion

By | April 5th, 2016|360 Degree Feedback|

The benefits of a project champion You've defined the purpose of your 360 degree feedback project and who will participate, what next?  You need to select someone to champion your project.  You need someone to be a good role model and validate the process. At times your change program may have the potential [...]

Who should participate in a 360 degree feedback?

By | March 24th, 2016|360 Degree Feedback|

Who should participate in a 360 degree feedback? When we conduct a 360 degree feedback project we need to consider who we select to participate.  There are 2 main groups; participants and raters. Participants = people who are seeking feedback on their capabilities as leaders Raters = people who provide the feedback on the [...]

What is the purpose of your 360 degree project?

By | March 7th, 2016|360 Degree Feedback|

What is the purpose of your 360 degree project? The purpose of your 360 degree feedback project is critical to its success. A project without a clear purpose is like a ship without a rudder. Taking the time to clearly define why you are conducting a 360 degree feedback survey will help with [...]

How to effectively deliver a 360 degree feedback project

By | February 23rd, 2016|360 Degree Feedback|

How to effectively deliver a 360 degree feedback project Our team are passionate about helping our clients get the most out of their 360 degree feedback project.  It was with their encouragement (and a gentle shove) that I found myself in front of the camera to make some short clips on how to [...]

Feedback That Has Impact

By | October 30th, 2013|360 Degree Feedback|

When delivering feedback it is important that you deliver it in a way that ensures the message of the feedback results is received with the impact it deserves. Often, the person receiving feedback can act in a defensive manner that will damage its effectiveness. You can avoid this by ensuring that the way you give [...]

The Best 360 Degree Feedback Elements

By | September 20th, 2013|360 Degree Feedback|

360 Degree feedback is one of the top forms of evaluation in the workplace. It enables you to get a ‘full circle’ insight of your business, its strengths, weaknesses and people. When creating a workplace’s 360 degree feedback survey, businesses can often make errors that prevent them from achieving the best results. Below are 5 [...]

360 Degree Feedback Best Practice Indicators

By | July 31st, 2013|360 Degree Feedback|

High performing companies always clearly communicate to employees their performance expectations. Communication is crucial between an organisation and their employees as it makes the employees feel as if they are understood and valued. Another way HR teams may try to gain a greater understanding of their employees and their relationship with the organisation is though [...]