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360 degree feedback, organizational trust, change & sustainability
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  
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