Following on from the theme of my last post around 360 degree feedback debriefs, another scenario we encounter is where the recipient has an excellent 360 feedback report.

This again is a question we often have asked in our training programme; 'What should I do if there are just no development areas?'.

The first thing to note is that there are always development areas; there is always something an individual could choose to do differently in their role or towards a role they aspire to.

So firstly with an excellent report, the debrief should still take time to explore the very strong feedback and narrative; the recipient should be encouraged to take the time to celebrate it and enjoy it, because they may not have had this type of 360 feedback before.

You may ask them if any of this great feedback comes as a surprise; draw their attention to particular examples of great behaviour and highlight the noted impact on others and the organisation.

When it comes to what they might see as 'things to do differently' or development opportunities they may seize upon, then this is where you can ask them if the strengths highlighted might be deployed to even greater effect across the organisation.

Asking this type of question and raising the issue of where this person sees themself in 12-18  months time can help focus their mind of what strengths are really important to demonstrate even more if they are to fulfil their ambitions.

One might argue that this is an 'easier' type of 360 feedback debrief; however, the truth is that is perhaps even harder than most, as you have to fight against complacency and an opportunity just to pat someone on the back!

John