I was struck recently by how ones own behaviours can become easily entrenched; when it comes to being a parent with a rapidly growing toddler, you can often find yourself autopilot, continuing to behave in a certain way despite diminishing returns.
It might be the way you handle a tantrum, or getting children to eat their dinner, or how you do playtime; what used to work starts to become less effective.
What happens is you get feedback; your toddler doesn’t calm down, they don’t eat vegetables despite the promise of ice cream (not that we would ever do that in our house…!), and they want more of your attention at playtime.
Our learned behaviours which once worked are difficult to give up; they were expedient and effective, now they are just expedient….or so we think.
360 degree feedback gives us that same opportunity to pause for thought; we find out from others what works and what doesn’t – taking the path of least resistance and carrying on with the same behaviours is starting to create some unwelcome fallout.
Feedback creates change and it can happen for us as individuals, as teams and as organisations.
By the way, ice cream still works….
The vote is in and with our ‘first past the post’ system we have a clear winner for our next scheduled seminar….’How to successfully implement a 360 degree feedback process’.
Thanks to all those who voted; we will announce a date for June and a London venue shortly, with details of how to sign up for the event through our website, blog or via Linkedin.
Look forward to seeing you there!
An interesting thread developed on a discussion forum recently regarding the question of whether 360 degree feedback should inform salary review.
The overwhelming response which we concur with is ‘No’; tying in the subjective opinion from a host of other people around an individual’s behaviours, with how much that individual’s pay should go up (or down) can create a lot of ill feeling in the workplace and is inherently flawed.
360 feedback should be primarily development focused; the idea being that it helps raise awareness of the individual around desired organisational behaviours and allows them to plan their development accordingly.
This topic and a range of other considerations when implementing a successful 360 degree feedback process are highlighted in our whitepaper which you can download from this blog or via our website.