I have spoken before about the purpose of the "debrief", that is, the meeting when the 360 degree feedback is shared with the feedback recipient in a face-to-face session.
During a recent training session around "How to conduct an effective 360 degree feedback debrief", which we run with many of our clients, I noted again that many delegates approach the debrief believing they have to 'solve' the issues raised in the report, or have to get the feedback recipient to solve the issues there and then.
They move straight to resolution mode, effectively stepping through the 'GROW' model of coaching or some such equivalent.
Of course this is valid at some point in the process as you try to help them create a 'Personal Development Plan' (or PDP), but far more valuable time should be spent doing two key things before moving to goals and actions, and they are:
Raising Self-Awareness and Encouraging Responsibility
The feedback recipient needs time to understand the feedback and then accept it - without these crucial steps, any attempt to get them to committ to an action plan is doomed to fail.
John
During a recent training session around "How to conduct an effective 360 degree feedback debrief", which we run with many of our clients, I noted again that many delegates approach the debrief believing they have to 'solve' the issues raised in the report, or have to get the feedback recipient to solve the issues there and then.
They move straight to resolution mode, effectively stepping through the 'GROW' model of coaching or some such equivalent.
Of course this is valid at some point in the process as you try to help them create a 'Personal Development Plan' (or PDP), but far more valuable time should be spent doing two key things before moving to goals and actions, and they are:
Raising Self-Awareness and Encouraging Responsibility
The feedback recipient needs time to understand the feedback and then accept it - without these crucial steps, any attempt to get them to committ to an action plan is doomed to fail.
John
Powered by Compendium
Comments for After the 360 feedback debrief....what next?