360 Degree Feedback to support leadership development
Brendan Walsh, Managing Director, Bowland Solutions :We meet many top leaders. The early part of their careers are characterised by quick moves through an organisation. They move on every year or so, rising rapidly through the various levels of the company, or moving from firm to firm. During this period they get tremendously positive feedback in terms of pay rises and promotions. What they often don't get is thoughtful, considered feedback that balances their strengths with their development areas.
The result of this process can be leaders who lack a little something. Some are one-dimensional with a set of characteristics and behaviours that have been moulded by their career route. Some have blind spots - behaviours or actions that have negative consequences which they simply don't see. Many have a belief system that has been built without challenge that when put under pressure can result in poor performance and uncertainty.
Giving leaders self awareness, confidence, support and development activities is a great benefit of a well run talent management programme.
Starting with self-awareness, leaders and potential leaders benefit from feedback from a wide range of sources. Insights drawn from people they respect, from people they find difficult to work with or manage, and from those who observe their day-to-day impact offer an opportunity to reflect on both strengths and weaknesses.
360 degree feedback offers a simple, effective route to opening up this self-awareness. Like everything else, you get the most benefit if you do it properly. For a leadership team, we recommend :
- The questions are highly tailored to the organisation, the needs of this leadership team, and even the individual
- There is plenty of opportunity for narrative feedback - ratings are fine but the story is in the narrative feedback
- The report is discussed with the leader as it is handed over
- External debriefers are used to discuss the report for the first few times to allow the leader to open up fully
- An action plan is produced and reviewed to ensure the process is followed through
- Coaching resources are made available to the leaders to support them in making changes
- You repeat the 360s on a regular basis - both the recipient and those giving feedback get better as they practice
Bowland Solutions have been providing tailored on-line Performance Appraisal, 360 Degree Feedback and Survey solutions since 2001. Its directors have extensive experience within Learning & Development, IT and Performance Management, offering clients practical advice and robust system solutions.