Often when working with our clients, particularly with senior leadership teams, we help them with the one-to-one debriefs; the session where you share the feedback with the recipient for the first time.
During this session, as well as getting a balanced view of the 360 feedback, the hope is that they will begin the process of creating a ‘Personal Development Plan’ or PDP.
This will highlight any strengths that could be better deployed, and naturally any development areas they wish to work on.
Whilst this is an invaluable exercise for the individual leader, there is an opportunity beyond this to work with the whole leadership team in unison and create a ‘Team Development Plan’ as well.
By aggregating the results of all the senior managers in the leadership team, we can see the wider picture of development needs; ideally this report, should be shared just as one would share an individual’s report i.e. Face-to-face with the group.
In this way, you conduct a ‘group debrief’ and together they can see their collective strengths and development areas, before collectively agreeing how to tackle their development areas.
This is an important step, because whilst individually they could simply attend to their own development, it wouldn’t necessarily address issues that exist in the space between people.
The use of aggregated reporting with 360 degree feeback helps raise levels of awareness beyond the individual and highlight issues that ripple outwards across teams and often company wide.