360 DEGREE FEDBACKMSF

Heidi FahyApril 30th 2009

Revalidation

Results of at least two multi-source feedbacks from colleagues, with evidence of reflection, appropriate change and discussion in appraisal

360 degree appraisal

other people's perception of behaviour/ performance

Reinforcing effective behaviour, adjusting any that others view less

favourably

process Similar to process for Registrars 10-15 individuals: GPs you work with, as well as nursing and administrative staff colleagues. Secondary Care or PCT colleagues could

also be included.

Process ON-LINE 20+ minutes Will eventually be attached directly to

‘e-portfolio Consideration being made for locums and

sessional doctors.

Few cautionary words constructive feedback or criticism on

behaviours or actions that can realistically be changed or improved.

Negative/ destructive/personal comments lead to bad feeling and less likely to have a positive outcome

Opportunity to praise and highlight good practice

Final words for GPs Reflect on the results Implement change as necessary Demonstrate at next MSF Evidence of reflection and change Record process Will be discussed at appraisal Will need to be evidenced in the portfolio

For discussion in groups Pros and cons of an MSF Pitfalls of the PROCESS How to make sure it is effective and

beneficial

Can use De Bono : ‘SIX HATS’

MSF- background Initially a tool in the commercial sector

for performance management but rarely used for this now

Now seen as a developmental tool to examine behaviours key to a job such as teamwork, communication and interpersonal skills

Looks less at what people do, and more at how they do it

Giving feedback

• Descriptive• Non-judgemental• Balanced• Emphasis on behaviours that have potential for change• SMARTThis key skill is now required by all in your practice whowill be asked to participate in the MSF

Theory Discrepancy between self-evaluation and

the views of others will increase self-awareness

• Enhanced self awareness is required for maximal performance

• Self awareness will lead to change

• BUT –there is little evidence that the views of others are key drivers in individual change

Why not Negative feedback is perceived as less

accurate • Assessment often hurts • It often generates feelings of shame,

powerlessness, anger, embarrassment • Those who consistently assess

themselves lower or higher than others have less insight and are less likely to use feedback.

• These effects can be long lasting