Sometimes when debriefing an individual on their 360 degree feedback report, you may find that it is relatively bland or 'middle of the road'; the individual neither excels in some areas or is deemed to be in serious need of development in others.

This can seem like a difficult scenario to manage; it may feel that there is nothing to celebrate and little to focus on regards development opportunities, so the conversation may fizzle out.

However, the key here is to allow the individual to consider which competencies could become real strengths and make the most difference in their current role.

The development part of this 360 feedback discussion then shifts to 'do more of this' and consideration of small adjustments that would have them go from good to great.

John