A topic that often comes up for discussion time and again with our clients is about what the remit should be of a 360 degree feedback debrief; the session where you share an individual's 360 feedback report with them (ideally for the first time).
We favour that it only goes as far as highlighting the key strengths and development opportunities for the individual; moving into 'coaching' mode and seeking to start creating actions or ways to resolve things in the report is often premature.
Coupled with this is to go at the pace if the individual concerned; sometimes they may well be able to contemplate development actions and begin planning ways to act upon the feedback, in which case you can follow their lead if the report has been fully explored.
Similarly, we often find individuals who need to 'go away and think about it' and this is equally valid.
John
We favour that it only goes as far as highlighting the key strengths and development opportunities for the individual; moving into 'coaching' mode and seeking to start creating actions or ways to resolve things in the report is often premature.
Coupled with this is to go at the pace if the individual concerned; sometimes they may well be able to contemplate development actions and begin planning ways to act upon the feedback, in which case you can follow their lead if the report has been fully explored.
Similarly, we often find individuals who need to 'go away and think about it' and this is equally valid.
John
Powered by Compendium
Comments for 360 Feedback Debriefs; how far should you go?