360 degree feedback can be used very successfully as part of a culture change programme, and particularly as a means of helping people to understand how they are perceived by their colleagues and how they might be able to change.
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Newsletter Issue: 088 | May 2015

Preparing for your 360 degree feedback

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In our companion White Paper 360 degree assessment, we described 360 feedback and its uses. This follow-on article gives more detail on how you can use 360 degree feedback, highlights some common pitfalls to avoid, and provides some questionnaire and report examples.
Preparing for your 360 degree feedback
 

Understanding your feedback report


The 360 degree process is often used as part of one the following:
  • a facilitated team workshop
  • a facilitated workshop for people from outside your team – your peer group, for example
  • a coaching programme
  • a mentoring programme
  • a self-development guide.
It is often intended to result in some form of action planning.

If you have been rated, look at your report and make sure that you understand it. In general, you will see the report before your feedback session, which gives you a chance to consider your own response to it and identify areas where you may need clarification from the person who is giving the feedback.
 

What should I look for in my report?


When you receive your 360 report, you will be offered feedback by a trained facilitator as part of the process. Before your feedback session, consider some specific development goals and learning opportunities, and draft your own development plan.

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