How to have a meaningful conversation about 360 degree feedback – Part 4 of 6

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This complete set of posts will shortly be made available as a full PDF whitepaper; if you would like to receive this then please do get in touch via email at info@bowlandsolutions.com with subject heading ’360 Debrief Whitepaper’ and we will forward it to you as soon as it is published.

Following on from debriefers role, debriefer skills and what to look for in a 360 report, we now come to the structure of the 360 debrief session.

Structure – the basic debrief process

Now suitably prepared, with ample time for the session (typically 90 minutes), and in an environment conducive to a private conversation, you can start the debrief.
The following is an outline structure for the conversation.
 
Introduction and framing
You first need to explain the purpose of the debrief, your role, and the level of confidentiality of the conversation e.g. How will the conversation or outcomes be shared outside of the debrief?
Depending on your relationship to them, it can be useful to ask them to briefly describe their role, key responsibilities and the team around them.
Finally, you should explain how the 360 degree feedback report is laid out and how to read it.
Reading the report
Now you can hand over a copy of the report to the recipient; invite them to skim-read it before moving on to the debrief conversation itself.
You may find yourself sitting in silence for 15-20 minutes whilst they read it; this provides you opportunity to read it again and observe their reactions to the report as they work through it.
Debriefing the report
Once they have finished reading, three key questions then drive the debrief conversation:
  • What is your overall impression of the report?
  • What does the report suggest are your key strengths?
  • What does the report suggest are your key development areas?

Note the choice of language with the latter two questions; very purposefully, we ask what does the ‘report suggest’  as this allows you to focus on the feedback in the report rather than the recipient potentially just offering you their opinion of what their strengths and development areas are without proper reference to what the feedback is saying.

In the penultimate post, we will look at those questions in a little bit more detail and consider what to listen out for.

This complete set of posts will shortly be made available as a full PDF whitepaper; if you would like to receive this then please do get in touch via email at info@bowlandsolutions.com with subject heading ’360 Debrief Whitepaper’ and we will forward it to you as soon as it is published.

Many Thanks

John

 

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