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360 degree feedback, organizational trust, change & sustainability
The Truth About Trust - in business
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Monday, 29 October 2007
Vanessa Hall launches her book "The Truth About Trust - in business" at a breakfast on Trust in Marketing and Branding on Tuesday 30 October in Sydney.

By virtue of her widespread research with CEO's, Vanessa has become the guru of Trust in Australia and one of the foremost experts worldwide. It is both enlightening and a priviledge to hear her speak.

Vanessa's Entente Consulting is now licensing consultants to use the Entente Trust Survey and deliver powerful feedback for change to every kind of organization.
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posted by Dr Ron @ 05:34   0 comments
Sustainability Planning - SAI Global kicks off in November
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Friday, 26 October 2007

This is to remind our clients and all others concerned that SAI Global has set the dates for the delivery Australia-wide of our workshop "Sustainability on the Agenda - Driving Strategy".

We approach Sustainability as an opportunity - not just as a requirement.

Please put these dates in your schedule now:

  • Sydney 12-13 Nov

  • Melbourne 19-20 Nov

  • Brisbane 22-23 Nov

  • Adelaide 26-27 Nov

  • Perth 29-30 Nov

The workshops will provide you with simple yet powerful tools to:

- get Sustainability on the agenda of your organization
- find the opportunities of the Future for your organization - long-term profitability
- begin a process of Sustainability Planning that will fundamentally benefit and integrate planning at every level and in every area.

Comment from a participant in a previous workshop: "These are most powerful planning tools that I have come across - very practical and easy to use with every kind of client".

SAI Global discounts fees for two or more participants because this will enhance their ability to develop and promote sustainability strategies in their organization.

    Please check SAI Global for full details
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    posted by Dr Ron @ 12:09   0 comments
    Best Practice in 360 Degree Feedback: No. 10 - Getting all the issues out
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    Friday, 19 October 2007
    It seems self-evident that a 360 feedback program is intended to bring out all the issues between manager and team (and peers). And yet there is another view that only the competencies that have been selected as critical factors in the organisation are worth getting feedback on. This means that a questionnaire is constructed that can leave out behaviours that are really important to a team and how it functions, in favour of others that may, in some cases, be insignificant. The trendy phrase is "not talking about the elephant in the room". But if the questionnaire doesn't mention 'elephant' you may not have an easy way to refer to it!


    To deal with this problem, Peter Farey created the Leader/Manager Model, a holistic framework that will include any behaviour that can take place between team and manager (excluding specific skills such as technical, financial, and so on). It covers the four Areas of: People Leadership, People Management, Task Management and Task Leadership, proving a neat and inclusive framework against which any competency set can be mapped. Using the set of Leader/Manager questions that define it, a team can respond to any issue that is of concern to them. One of the great advantages of 360 Facilitated is that is does get all the issues on the table.

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    posted by Dr Ron @ 07:53   0 comments
    Best Practice in 360 Degree Feedback: No. 9 - Supporting the manager
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    Thursday, 11 October 2007
    Getting a 360 profile done might be easy for 'old hands' but can be daunting for anyone on the first or even later occasions. We all know that public speaking is rated as one of the scariest experiences, receiving feedback from our direct reports - or our peers - can't be too far behind, a least for some of us. An upset manager may actually have difficulty in interpreting the profile - some profiles are statistically quite complex (which adds little to their practical value).

    Since the object of the exercise is not to damage the manager but to help them improve, it follows that we must allow them the opportunity to talk through their results with a competent and trusted person. Good 360 programs ensure that every manager has this chance. Our 360 Facilitated® program encourages the setting up of a coaching or mentoring program, or expects the manager to be involved in a development workshop. The best workshop environment is the team that gave the feedback, but that's another story.
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    posted by Dr Ron @ 22:31   0 comments
    Best Practice in 360 Degree Feedback: No. 8 - Providing a Debrief
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    Thursday, 4 October 2007
    Absolutely critical to any 360 program is the provision of a debriefing session with a skilled, competent, independent and empathetic person. This is someone who can help the manager make good sense of the feedback and find positives in what may at first sight look like a collection of negatives. Leaving a manager to deal with the report on their own (and it's still done!) is almost certain to have negative consequences. These range from the manager who is delighted with the results and finds nothing to do, to the manager who dismisses the whole exercise ("What would they know, anyway!"), through to the manager who is completely disheartened, goes into depression or goes off looking for another job.

    All of the above are common responses - hard to believe? But true. There is even the manager who gets an almost 'perfect' scorecard and who becomes indignant about the little points of deficiency that someone dared to point out!

    360 feedback is not something to throw at people without thought. It takes preparation at the start, and care with the Debrief, then you have a good chance of getting cooperation and the kind of improvement that such a program is intended to achieve.

    360 Facilitated® is designed right from the start to minimise these problems. It avoids energy wasted on defensiveness and uses it instead for improvement. The AIM Qld & NT calls it 'non-confrontational'. We're happy to agree.
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    posted by Dr Ron @ 19:35   0 comments
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