The opportunities for feedback in the workplace tend to be few and far between. In the majority of cases an individual will only receive feedback from their immediate line manager at scheduled performance reviews, the frequency of these reviews being dependent on company culture, in many organisations only once a year. However, feedback from our colleagues; those who observe our behaviours and performance on a daily basis, is an invaluable tool for effective personal development. In particular, for those in leadership roles, receiving feedback from just one (more-senior) individual tells them little about their impact on and capabilities concerning their reportees. Having open and honest feedback from reportees, peers and higher-ranking colleagues provides an individual with a more objective and constructive form of feedback, from which key areas for development can be easily identified and plans put in place to address these. The process of collecting, evaluating and feeding back this sort of information however can be time consuming and requires a level of knowledge and skill.
Mindstrong’s Leadership 360° is a questionnaire designed to evaluate the specific performance behaviours of leaders. Since the effectiveness of any 360° Feedback process is dependent on the individual’s understanding of and engagement in the process, all questionnaires are tailored to the individual, taking into consideration job role and responsibilities, organisational culture, strategy and goals and existing competency frameworks and systems.
Mindstrong’s Leadership 360° will give your leaders:
To ensure the Leadership 360° achieves maximum effectiveness, Mindstrong’s Business Coaches can provide the following:
At Mindstrong we recommend that the period of time between implementation of the process and results feedback is as short as possible. This helps raise levels of engagement in the process and provides additional motivation for behavioural change. The process itself requires a self-assessment by the appraisee and questionnaire completion by a number of appraisers, which must include reportees, peers and higher ranking colleagues. Ideally an appraisee would be looking for at least 8-10 appraisers to complete a 360 questionnaire, and certainly not less than 5. This allows for anonymity (where required) and also helps to strengthen the validity of the results, preventing appraisees from calling into question the results. The appraisee should also consider the length of time they have known their appraisers, where possible the ideal is 1-3 years.
Most 360° feedback questionnaires are carried out anonymously, arguably this provides more honest feedback, however where an organisation has a strong culture of accountability and engaging in open and honest discussions, it may be preferable and more effective to have complete transparency. Mindstrong’s Leadership 360° can be carried out either anonymously or transparently, your Buisness Coach will discuss with you the benefits to each approach and which will best suit your organisation and the appraisee/s involved.
Mindstrong’s Leadership 360° is for anybody in a leadership position, regardless of their level within the organisational structure. In order for the process to be effective, there must be at least 5 respondents available to complete a 360 questionnaire on the recipient.
A Mindstrong Business Coach will discuss with you your reasons for surveying, your desired outcomes and what the culture of the survey group is like. Your Business Coach will then be able to advise you on how best to distribute the questionnaire to yield the best results.
20/6/2013, The British Library, LondonClick here for more information
21/6/2013, The British Library, LondonClick here for more information
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