360 degree feedback, organizational trust, change & sustainability
Best Practice in 360 Degree Feedback: No. 6 - Maintain confidentiality
bookmark this at :: :: Digg it
Friday, 21 September 2007
The 360 feedback profile is the property of the manager. It is valuable information for him or her to use for development purposes. Profiles are not intended for blaming or for comparing managers. They are not intended to 'show someone up'. Anything of this nature reduces the cooperative change that should occur and damages the climate in which everyone works. Whatever the supposed short-term gains, the long-term will be negative.

In our 360 Facilitated® process, we encourage the manager to share their profile with their team - but we shred all copies afterwards, whether 'good' or 'bad'. Why shred the 'good' ones? 1) because they're not really 'good', just a snapshot of manager, team (and organization!) at a point in time and already by our facilitated session we have changed that, the profile is no longer valid! and 2) because any profile that is passed around, immediately begs the question "what do the others look like?" Maybe some of the others don't look so great - but once used in the facilitation process, they are no longer valid! Our aim is therefore to invalidate all feedback in one powerful team-faciliation session that provides everyone with action plans for a great future.

Labels: , ,

posted by Dr Ron @ 10:53  
Post a Comment
<< Home
Previous Posts
Add this blog to my Technorati Favorites!



BLOGGER disclosure policy