Enticing a title as it is, with the promise of one key thing to remember in sharing 360 degree feedback reports, there is a grain of truth to it!

Having run another of our one-day training programme, 'Conducting effective 360 degree feedback debriefs', I reflected on what was the key thing that most delegates appeared to take away from the day.

It centered around one of the first topics within the programme, which is to ask 'What is the purpose of the debrief?'; this in turn, has the delegates explore what their role is within the debrief.

The key fact is that the debrief is not a coaching session, although coaching skills may be deployed; similarly, it is not a counselling session, albeit that appropriate support of the individual is required; and finally, it is not a mentoring session, you are not there primarily to offer your insight or experience..

So, what is the purpose of the debrief?

It is to ensure that the recipient comes away with a balanced understanding of the feedback they have been given.

In doing this, you as a debriefer look to raise their level of self-awareness and ensure that there is a degree of acceptance of the feedback.

I think this is best illustrated with the following simple image:


Your role is to primarily allow the recipient to explore the feedback, raise their levels of self-awareness and take responsibility.

It is all too easy to jump over the line too quickly and try to have someone set goals, take actions, etc before they have had that chance to reflect and accept the feedback.

Resist this temptation in the debrief and the indvidual will reap the rewards.