360 Degree Feedback. 360 Degree Feedback. 360 Degree Feedback. Benefits of applying appropriate feedback will help in the manager in people and task areas of development. 360 Degree Feedback.
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Benefits of applying appropriate feedback will help in the manager in people and task areas of development.
The most effective 360 degree feedback processes provides feedback that is based on behaviours that others around you can see.
This feedback provides insights and perspectives about the skills and behaviours desired in the organization to accomplish the mission, vision, and goals and live the values.
The feedback is firmly founded on what the organisation values and expects from their leaders and desires for their people.
360 degree feedback allows each individual to understand how their (current) effectiveness as an employee, co-worker, or staff member is viewed by others.
The purpose of the 360 degree feedback is to assist each individual to understand their strengths and weaknesses, and to contribute insights into aspects of their personal and professional future development.
Leadership is about defining a clear purpose, developing measurable expectations, holding people accountable for the results, and providing regular feedback so people know where they stand and how to improve.
Consider airplanes flying on autopilot. When a plane is on autopilot the system provides feedback every few seconds and the plane makes continuous course corrections - so slight that the passengers don't even notice. But what if that plane only received feedback once every twenty minutes? How far off course would it be and how large a course correction would be required to get the plane back on track? Frequent and specific feedback is essential to provide guidance and improvement.
The following features will manifest themselves in well-managed, well-integrated 360 degree feedback processes.
Helps team members learn to work more effectively together. Multi-sided feedback makes team members more accountable to each other as they share their perspective and knowledge that they will provide input on each members’ performance.
360 Feedback: Strategies, Tactics, and Techniques for Developing Leaders
John E. Jones, William Bearley Published by Human Resource Developement Press, 1996
Guidelines to Follow when giving feedback
Giving tough feedback is difficult. But it can be positive if we follow a few basic rules.
First, provide feedback when you see the undesired behaviour.
Second, start by stating your positive intention.
Third, provide feedback about the person's behaviour, not their personality.
Fourth, reinforce that behaviour has consequences.
Honest feedback is the heart of a relationship between any quality team that cares about each other and their future.
As leaders, performance is our responsibility. If we fail to give feedback then we suffer the consequences.
Feedback given with good intentions, a focus on behaviour and its consequences, and the freedom of choice is a powerful and positive tool.