delegates after completion of Assessment Centre Exercises. Well-designed 360 degreefeedback creates opportunities to explore both the behaviour and thought processesthat influence performance outcomes. This is the basis of 'double loop' learning,which is one of the building blocks of Learning Agility. It is also interesting to notethat one of the differentiators of High Potentials is their
whichinvolves applying existing knowledge in new ways, quickly adapting to the demandsof complex, unfamiliar situations. It is evident that 360 degree feedback has thepotential to play a key part in raising awareness of
Critical Success Factors
that areRole Specific and affect performance outcomes.Although there may be some initial concerns about the impact of 360, thecombination of objective feedback and constructive follow-up is generally valued bymanagers who participate. Structured, open discussion of performance issues can alsocontribute to a wider change of thinking about the process of Self Review, effectiveLearning Strategies, and wider Leadership Performance.
What are the 'Essential Steps' that Underpin the Introduction of a Successful360?
It is quite often suggested that 360 degree feedback should start at the top and cascadedown through the organization. This may sometimes be of value, but more importantis the overall positioning of the 360. It is very helpful to have the introduction viewedas part of a wider HR process that has a clear relationship to performance andprofessional development. This means that the 360 should be linked to (a) the Contexte.g. change / new challenges, and (b) Constructive Outcomes, e.g. adequate learningresources that support Self Development. In some cases the focus may be onindividual coaching, or alternatively, initial one-to-one feedback may be followed byleadership development workshops and practical leadership skills training.Not all organizations have an open and learning-orientated culture and in this situationgreater effort is required to build commitment to the 360 process. One approach, thatmay encourage positive engagement, is to discuss the 'people issues' that are linked toa new technical initiative, system or process. Even the best systems, to achievepositive results, require committed people, and those people also need to maintainpositive work relationships with others.The 360 review must also ensure confidentiality, and this helps build the confidencerequired for people to give honest responses. However, for organizations that arefurther along the '360 highway', some systems now give the option for respondents toadd their name to written comments. The essential point is that the 360 degreefeedback software must offer the flexibility to allow easy tailoring of thequestionnaire content and the final report.
Effective Management of Role Relationships: "Why Intelligent 360?"
The focus on
Managing Role Relationships
is critical in many work situations,especially those requiring the commitment of direct reports, colleagues, internal andexternal customers, business partners or stakeholders. In the case of managers, it'spossible to identify a range of Scenarios that create challenges and demands. Theseoften represent
i.e. difficult situations, where the behaviour of the