best practices for 360 feedback projects
DESCRIPTION
In this recorded live session, we share six best practices for successful 360 feedback. At the end of the session, this is a question and answer session with the panel.TRANSCRIPT
Best Practices in 360 Feedback
The Challenge of Doing it Right
Audio - 760/569-0800 Access code - 776274#
2
360º Feedback Best Practices
Panel of Experts
• Mark Spool• Rogene Baxter
• Rick Stamm• Susan Stamm
2
Is Your Organization
Ready for 360?
1
4
Readiness for FeedbackA recent reorganizationUnfamiliarity with 360Climate of MistrustInexperience giving & receiving feedbackFear, rumors, urban legends
4
360º Feedback Best Practices
5
Goal: Develop a culture of Feedback
Don’t rush itUse a Readiness SurveyEducate organization- how usedUse 360 only for development
5
360º Feedback Best Practices
6
Readiness Survey
Surfaces concernsClears up false informationTarget educationSurvey itself is an intervention
6
360º Feedback Best Practices
7
Readiness Categories
Feedback ClimateAwareness and AcceptanceFeedback PracticesDevelopment Practices
7
360º Feedback Best Practices
8
Pilot 360 Programs
Begin at the top Executives role model how to receive feedbackShould never target problem performers!Should be visible
8
360º Feedback Best Practices
9
Orientations
Make a huge difference in readiness, quality of data, participationOffer to both subjects and ratersProvide ways for everyone to get the information
9
360º Feedback Best Practices
Design With End in Mind
2
12
Upfront PlanningReason for doing the 360Who is involved and their roleWho sees the resultsQuestionnaireCommunicationsFormat of report Delivery of resultsAccountability
12
360º Feedback Best Practices
13
Who Sees the Results
Recipient (ratee) alone? Boss? HR?
Pros and Cons
Depends on culture and use
13
360º Feedback Best Practices
11
Questionnaire
Items – competencies, behaviors, length
Rating scale & open-ended questions
Pilot test – understanding, IT issues, time to complete
# of days available to complete
11
360º Feedback Best Practices
14
CommunicationsExplanation of 360 to recipientsNotification of ratersOrientation for recipients and raters
14
360º Feedback Best Practices
15
Delivery of Results
In person or over phoneWho delivers feedbackTiming (when & how long)Next steps
15
360º Feedback Best Practices
You’re Invited!
Showcase WebinarTour of two products:
20/20InsightDiSC 363 for Leaders
Mark Your Calendar:Wednesday, April 25
@ Noon ET9AM PT
360 Is Not Just for Problem Performers
3
1815
360º Feedback Best Practices
18
Problem Children Only- Syndrome
Do you think others are unaware?Defines the application for 360Removes the possibility of truly being developmentalWhat if I am nominated?
18
Everyone Needs Feedback
✓People actually desire feedback!✓A lack of feedback sends a
message too…
18
360º Feedback Best Practices
19
Level 3 EvaluationKirkpatrick 4 levels of program
evaluationLevel 3 – behavior changeUse 360 for pre-and post-
evaluation of behavior as viewed by stakeholders
ASTD Info-Line
19
360º Feedback Best Practices
20
Succession PlanningIdentify emerging leadersEvaluate organizational roles
20
360º Feedback Best Practices
21
Values Clarification
• Employee alignment with organizational values
21
360º Feedback Best Practices
To Norm or Not to Norm?
4
23
What is positive/negative?
Absolute ValuesInternal NormsRelative ScoresTrend ComparisonsExternal Norms
23
360º Feedback Best Practices
24
The Case for External Norms
Determining if something is positive or negativePrioritize action/ resource allocationCompanies feel a need to check themselves to see how they rate to the competition
24
360º Feedback Best Practices
25
The Case Against Norms
Aren’t accurate or comparableAren’t available for itemsHave own standards of excellenceOther ways to know what is positive or negative that are better
25
360º Feedback Best Practices
26
Our Position
External Norms are over-ratedAsk wrong questionsCan lead to complacency
26
360º Feedback Best Practices
Use Supplemental
Interviews
5
282828
Purpose of 360
To obtain objective and usefulinformation that enables an
individualto improve … better in current job orprepare for next job
28
360º Feedback Best Practices
29
Ratings & Comments may not be enough
Purpose-Supplemental Interviews:Get underneath comments
Determine the most important areas
Find out the impact if not improved
29
360º Feedback Best Practices
30
ConfidentialSample of 3-4 raters (not revealed)About 30-45 minutes over phoneUse probing questionsIdentify themesGet at the “so what” of behavior
30
ConductingSupplemental Interviews
360º Feedback Best Practices
31
Share at Feedback Session
Reveal themes, not what a person saidLink to the category measuredExplain the “so what”Describe the desired behaviorProvide practical suggestions on how to improve
31
360º Feedback Best Practices
32
Supplemental Interviews
Can add a lot of meaning to the feedback
Can help fuel the motivation to be/do better
32
360º Feedback Best Practices
Build in Sustainability for Change
6
34
As You Begin the Process Clarify expectations
Ask for/address concerns: - confidentiality
- how this information will be used Assure objective, observable
feedback
34
360º Feedback Best Practices
35
Let Them Know: Support is Key
Describe the plan for support:
‣ individual development plan
‣ follow-up
‣ coaching
‣ mentoring
‣ training
35
360º Feedback Best Practices
36
Prepare Them for the Report
Discuss with them:How do they receive positive feedback?
How do they hear constructive criticism?
36
360º Feedback Best Practices
37
Integrate ReinforcementChoose one or two areas for
improvementIdentify resources for
development- job aids - books, articles and
blogs- DVDs
37
360º Feedback Best Practices
38
Return on Your Investment
Watch for progress with their development planBe an encouragerFormally evaluate their
plan periodicallyAdjust the plan as neededKeep them accountable
38
360º Feedback Best Practices
Best Practices in 360 Feedback
The Challenge of Doing it Right
This presentation brought to you by:20/20Insight and DiSC 363 for Leaders
Questions?