Powerful questions in a 360 degree feedback debrief

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One of the core skills required of a 360 degree feedback debriefer is that of asking questions; naturally during our training programme, we delve into what type of questions these might be.

Given that one of the primary purposes of the debrief is to facilitate a balanced understanding of the feedback in the report, on the part of the recipient, ones questions should encourage the recipient to explore and reflect on the feedback.

Consequently, a ‘good’ question will often reveal more of a given situation, circumstance or context, to both you and more importantly to the recipient i.e. what assumptions have they built up in their day-to-day working? How far do they see the impact of their behaviour?

These type of powerful questions do not often come naturally, but a useful way to construct a question can be considering it’s component parts; the construction, the scope and the assumption.

Construction refers to the what, who, when, where, how, and why?
Scope refers to you, they, your manager,the team, the department, the organisation.
Assumption refers to an underlying belief you may wish to challenge.

For example, if the recipient believes his fellow team members are inefficient in delivering projects, this presents you the opportunity to test the assumption:

WHAT leads you to believe THE TEAM is INEFFICIENT? WHEN do you see THE TEAM being inefficient?

It would be all too easy to accept their assumption that the team is inefficient and be drawn into resolution mode too early by asking, ‘What needs to happen to make the team more efficient/less inefficient?’.

Better to ask as many questions as possible; change the construction, broaden or narrow the scope, and test the various underlying assumptions which inform their current view of the world.

John

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Next free 360 degree feedback seminar announced; limited spaces available

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How to succesfully implement a 360 Degree Feedback process within your organisation

Date: Thursday 4th November
Time: 09.30 – 11.30am
Venue:
The Hubworking Centre,
5 Wormwood Street,
London EC2M 1RQ

What to expect

  • Understand the critical factors that will ensure success when introducing 360 into your business
  • Take away a checklist to help you work logically through the implementation process
  • Appreciate the key principles that will help you design a great questionnire, communicate effectively to get company wide ‘buy-in’ and facilitate face-to-face debriefs.

360 degree feedback

Please register in the sign up box on the right hand side; limited spaces available.

We look forward to seeing some of you there.
John

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Announcing our new look website with lots more resources on 360 degree feedback and performance appraisals

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A brief note to announce our new look website launched this week offering free whitepapers, seminars and webinars, video and information on a full range of 360 degree appraisal solutions.

Come take a look at www.bowlandsolutions.com and get in touch if you have a project or simply want some advice on how best to implement 360 degree feedback or performance appraisals in your organisation.

John

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360 degree feedback; Aussie football style…

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A neat little article from the world of sports touching on 360 degree feedback, regarding an award handed out each year by the AFL Player’s Association; the MVP Award is given to the player rated most highly by fellow players.

It’s a great example of how ‘what’ is achieved is sometimes only half the story; in aussie football, this may be the statistics that are churned out on kicks, marks, handballs, etc, but as is pointed out in this article, it is "what they do for the team is more value than what the media or supporters understand".

360 degree feedback and peer review allows a broader picture to emerge of where contribution is being made by an individual; it is clear that how people go about their role and tasks is important.

It doesn’t have to be intangible either; ones behaviour can radically affect performance, morale, sustainability and resilience within a team, and this is the stuff that gets one through the hard times as well as promoting greater levels of success.

John

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Performance Appraisals; free webinar slides now available

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A word of thanks to all those who could join us for our webinar last week on how to successfully implement performance appraisals; for those who couldn’t make it, the slides are now available.

If you would like a copy then just email john@bowlandsolutions.com with the subject header ‘PA Webinar Slides’ and we will forward a copy after your have confirmed your details via the automated email responder.

Dates are to be announced for our next performance appraisal and 360 degree feedback webinar and seminar, so if you are interested in receiving details when these are announced then please register your interest in the sign-up boxes to the right.

John

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360 feedback rating scale – the argument for a midpoint

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I was reading a 360 feedback report today and one of the respondents wrote … "I wanted to respond neither agree or disagree but that option wasn’t there so I went with the more positive option".

This for me is the winning argument (albeit still a fairly marginal one) for having a midpoint on a rating scale.  What would I rather have – someone hedging their bets on a response or someone taking a false position to comply with the forced split of an even rating scale?  360 feedback is, for me, about getting a range of people’s opinions on an individual.  It is not that I want forced opinions – rather I want honest opinions.

We rarely see people only answering on the midpoint – the main reason given for a 4 point scale and so I always favour a 3 or 5 point scale. 

Brendan

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Effective use of 360 degree feedback in law firms

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We are pleased to have had an article published in Managing Partner magazine describing our best practice for using 360 degree feedback in law firms.  The article includes a number of tips on who should use 360 degree feedback, how to tackle concerns on 360 degree feedback, and in particular what you can do to ensure you have a great conversation following the 360 feedback report.

Whether you are in a law firm or not, I’d recommend the article as a good summary of our perspective and views on 360 feedback best practice.

Follow this link to read the article in full.

Brendan

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Authentic Leadership starts with 360 degree feedback and Lao-Tzu…

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There has been a spate of articles recently discussing the idea that authenticity is now a key underpinning element of great leadership with self-awareness through 360 degree feedback at it’s foundation.

This is no real suprise; in order to be authentic with others, one must have a good sense of self and a level of awareness around what they excel at and where they may need to develop.

Displaying confidence and humility, appropriate to a given situation, builds trust, as does demonstrating integrity in all that one does.

These elements are all interlinked; self-awareness develops both the confidence and humility, and ensures leaders are not undermined by others abilities; they can liberate and encourage those abilities and skills to flourish.

As the Chinese philisopher, Lao-Tzu said, "He who knows much about others may be learned, but he who understands himself is more powerful. He who controls others may be powerful, but he who has mastered himself is mightier still."

John

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Free Webinar 9th September; how to successfully implement performance appraisals

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Just a reminder to invite you to join us for our next free webinar this Thursday 9th at 2pm BST, entitled "How to successfully implement a performance appraisal process within your organisation."

It is designed to help any HR professionals out there who may be planning to introduce or revise their performance appraisal process:

Details

Title: "How to succesfully implement a performance appraisal process within your organisation"

Date: Thurs 9th September 2010
Time: 2.00 – 3.00pm BST (UK)

What to expect

  • Understand the critical factors that will ensure success when introducing a performance appraisal process into your business
  • Take away a checklist to help you work logically through the implementation process
  • Appreciate the key principles that will help you design a great performance appraisal form; Objective setting, Values review, Competency assessments, Score / grade,  Personal development plan 
  • Consideration of what a good appraisal meeting looks like for both line manager and employee

Places will be free but limited, so if you would be interested in attending please register in the sign-up box on the right hand side of this blog and we will send you specific details by return.

We look forward to speaking with some of you again soon.

John

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