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360˚ feedback

360˚ feedback. What is 360˚ feedback?. It is a helpful way to learn what other people think about your performance as a manager and team member. Who provides the feedback?. Manager. Self. Peers. Team. Others. The report.

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360˚ feedback

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  1. 360˚ feedback

  2. What is 360˚ feedback? It is a helpful way to learn what other people think about your performance as a manager and team member.

  3. Who provides the feedback? Manager Self Peers Team Others

  4. The report The report consolidates everyone’s feedback and gives you a picture of how your leadership is experienced by the people around you. You can see your strengths and what is important to those you work with.

  5. Preparing for the Debrief Take your 360˚ report and review the content using the 360 interpretation uide – work out your strengths and decide which actions you want to talk over with your coach. G It’s important not to become defensive, just view the data like a bad photo, it’s definitely you but it may not be a completely accurate picture… then ask – What can it teach me? G

  6. What happens next? • You will receive an invitation from Claire Best through a site called LPI online. • Follow the simple instructions to input your observers – choose at least 10 people. • Complete the LPI for yourself before leaving the site. • Wait for your report.

  7. When the Report Arrives • Return to the LPI site. • Download the Participant Workbook and complete in preparation for your call with your coach.

  8. Your Coaching Call • MGL will set up this call. • Be prepared to talk about your strengths, any surprises and any concerns - Do not just focus on perceived weaknesses and gaps. • Your coach will guide your review of the data and help you determine actions that will form your leadership development plan.

  9. Tips and Recommendations • Share your feedback with your team, your manager, and your peers. • Keep in mind your development objectives. • Remain open to feedback and be aware of how you are reacting to the people giving you their opinions.

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