Free Webinar: “Meaningful Conversations – How to conduct an effective 360 Degree Feedback Debrief”

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Friday 26th September 2014@1pm (BST)

Join us for the fourth in our series of webinars which are covering all of the key performance management conversations which Line Managers have to conduct with their team.

Following the first three webinars which looked how to set objectives, how to give feedback, and    conduct coaching conversations, this next session looks at how to conduct an effective 360 Degree  Feedback Debrief.

“As 360 Degree Feedback becomes ever more part of the performance management and employee development cycle, Line Managers need to become adept at holding such debrief conversations with their team members.”

Eventbrite - Free Webinar - Meaningful Conversations - How to conduct an effective 360 Degree Feedback Debrief

Our series of ‘Meaningful Conversations’ webinars and classroom-based training modules build the capability and confidence of Line Managers, so that they can not only follow a process that works, but critically they can approach these performance management conversations in a way which builds and preserves the trust in the relationships they have with their direct reports.

This webinar will explore the key elements of a successful face-to-face 360 feedback debrief:

  • Understanding the role of a debriefer and what skills it requires
  • Preparation; what to look for in a 360 degree feedback report
  • Structure; the basic 360 degree feedback debrief process
  • Concluding the debrief; moving towards action


All attendees will also receive our free guide ‘How to conduct an effective 360 degree feedback debrief’.

Eventbrite - Free Webinar - Meaningful Conversations - How to conduct an effective 360 Degree Feedback Debrief

Previous Bowland webinar participant’s feedback:

I like the way in which these webinars are facilitated, they are structured, easy, clear and personable. The interactive and engaging way it involves the audience even though they are remote. 

Excellent content delivered clearly and professionally. A great opportunity to interact with the subject and other participants

I liked the way you made the effort to keep it as interactive as possible, by using polls and the chat function.

I find Webinars hosted by Bowland, very informative, engaging, and educational. They provide quality tools to have participants involved and are always clear. 


Eventbrite - Free Webinar - Meaningful Conversations - How to conduct an effective 360 Degree Feedback Debrief


John Rice, Director, Bowland Solutions

As a Director with Bowland Solutions, John brings over 10 years of experience in facilitation, training and coaching across a range of high profile & diverse clients including Legal & General, Microsoft, Revlon, CBRE, Renault, Kellogg’s and a number of top 100 law firms.

His style is pragmatic and business focussed, which readily engages senior leadership teams, coaching them to greater levels of individual, team and organisational success.


I hope you can join me on Friday 26th September.


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Guest Post – Listening for Success

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It’s always a delight to have some of our close partners & associates write a guest post to share on our blog – This week it’s by Tony Phillips of  The Coaching Approach.

In this post, Listening for Success, Tony considers how important listening is,  how poorly it is often afforded to others and what we can do to create transformational change in the way we do listen in all spheres of life.


Millions of pounds are lost from businesses every day through poor listening.

Poor listening leads to misunderstandings, mistakes, confusion, blame, lost opportunities, inefficiency, and also frustration, upset and relationships that lack rapport and cooperation.

Poor listening results in reduced profits.

Richard Branson has said that much of the success that Virgin has enjoyed as an organization is due to quality listening.If listening is that important then why are so many of us so bad at doing it?

Hearing is not listening

We often mistake hearing for listening, but whilst hearing is the ability to hear sounds and doesn’t require any effort on our part, listening does require effort and focus.

Most people are also far more concerned about being heard than they are about listening to understand what others are trying to say.

Many of us believe that we don’t have enough time. We’re just too busy to waste time listening when there’s too much to be done, which we don’t have enough time to do anyway.

But isn’t that argument a bit short-sighted when we realize the cost of not listening? Can we really afford not to listen? Does the bottom line allow it?

How we listen

Most people listen at two basic levels.

Firstly there’s phony listening, which is either completely ignoring, interrupting or pretending to listen (to see this in operation go in any office, home, restaurant or coffee shop and observe someone talking as the listener busily scans their mobile phone or tablet). While this may be hearing, it’s definitely not listening.

Next there’s What’s In It For Me? (WIIFM) listening. This is where we listen from our own judgments and opinions, or we relate what is being said to something about ourselves. Quite often WIIFM listening involves preparing what we’re going to say next while the speaker is still talking.

WIIFM listening can result in giving someone the benefit of our advice. Often it’s not what they want, and just because it may have worked for us doesn’t mean that it will for them.

How we should listen

Beyond the two basic levels is What’s In It for You? (WIIFY) listening. This is listening for what’s important to the speaker, and it’s rare.

Where will you find what’s important to the speaker? You’ll find it not only in the words they speak, but also in their tone of voice, their pauses, their facial expressions and the way they hold or shift their body during a conversation.

This is true listening and it takes genuine interest and curiosity about what it’s like being in the speaker’s world.

We could learn a lot from the Japanese symbol for listening.


This symbol is made up of five distinct parts all brought together to represent listening. There’s:

  • The ears for hearing;
  • The eyes for seeing;
  • Undivided attention to focus;
  • The mind to think; and
  • The heart to feel.

If we all listened using all these elements, businesses would be more effective, more profitable, with stronger relationships and happier staff, customers, suppliers and investors, and would have better reputations.

It seems like a no brainer to me!

Tony Phillips

The Coaching Approach

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Twitter or annual review – which feedback do we want?

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Type of feedback Example
Immediate reaction

  • Short
  • Emotion driven
  • “Shallow”
  • Useful in the moment
  • Usually forgotten
Of the moment

  • In an exchange
  • Emotion driven
  • May be recorded
  • May be remembered
Facebook comment
Within a week or so

  • Reflective
  • Placed in some context
  • Remembered – maybe raw – emotion
  • Considered writing
  • Will be recorded and remembered
Sunday newspaper
After a year

  • Broad review across a range of topics
  • Plenty of water under the bridge
  • Difficult to get evenness of importance over year’s events
  • Bigger picture
  • Seen as a permanent record
Wisden almanac


Performance management requires all elements of feedback – from the brief, yet important, thank you through to the annual appraisal.  When done well there is a natural feel to all of these elements.

Societally now we see much more immediate feedback and ‘of the moment’ reaction.  The BBC is keen to show us people’s immediate reactions however raw and we are encouraged to tweet/getintouch to give our reaction to all news whatever our personal link to the story.

At work we can and should allow some of that to play out – allowing those who have grown up with twitter and facebook to “like”/”retweet” someone’s contribution at work.  We may also wish to remember that a thank you (even perhaps face to face!) can go a long way.

But we should not fear considered and reflective feedback.  While I may check twitter to get the immediate reaction of one set of fans to news on West Brom’s latest signing, I wouldn’t use twitter to assess our progress over a season.  I look to newspapers, the chairman, season reviews to get a broader considered view.  To stretch this analogy further – while today’s league table gives some insight into how the last match or two has gone and adjustments required to the team, I need to wait for the league to finish to conduct a full review and consider whether significant changes are required for the year ahead.

A former colleague of mine used to caution me against “escalator management”: going up and down with the daily stats.  It was wise advice.  The best feedback on which to make big decisions is considered and in context.  Immediate feedback is useful and essential but I wouldn’t make significant decisions based on one tweet.




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Touch of class from RPC

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We have worked with law firm RPC for a period of time and so it was no surprise to us that they won Law Firm of the Year at The Lawyer Awards 2014.  Today, we received a parcel from them containing a book and a handwritten note to say thank you for our contribution through our strategic 360 degree feedback project to that success.

A real touch of class.

Here’s a public thank you.



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Busting Urban Myths – The 360 degree feedback highway code

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guidance on 360 feedback process

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