Large investments are being made in 360-degree feedback inventories or other yearly employee performance appraisals hoping to give leaders tools to improve their leadership skills. However without professionally delivered 360-feedback, most executives will not take action on this emotionally charged, but invaluable data.
In fact, it's common for executives to feel confused by their 360-degree feedback, focusing on the negative, dismissing the positive and remaining unclear about what action to take.
Utilizing professional coaches to debrief 360-feedback and facilitate action planning is a powerful way to bring to life what would otherwise be flat, employee performance appraisal data and transform it into an actionable, meaningful tool for growth and change.
Objectives of 360-Degree Feedback & Action Planning:
- Interpret and create meaning from this large amount of emotionally charged information. Bring the 360-degree feedback to life and build your commitment to action.
- Develop self-awareness - of your thought/behavior patterns and passions.
- Use 360-degree feedback to determine others' perceptions of your leadership strengths and gaps.
- Leverage your strengths and make a plan to address any gaps.
- Explore new leadership tactics and strategies, then take them into action.
- Understand how your 360-feedback fits into normative data for your position.
- Focus in on fewer high-leverage goals and create an action plan for success.
Expected Results:
- Improved self-awareness of your impact on others, your communication style and leadership behavior.
- Increased emotional intelligence and improved communication strategies yield stronger business relationships and boost your team's morale.
- A leader acting upon 360-degree feedback, bolsters team trust and confidence.
- Measurable changes in leadership style, deliver positive impact on the business metrics.
- The organization ensures that valuable employee performance appraisals are leveraged to improve individual performance.
Has your organization used professional coaches to support executives with assimilating and taking action on their 360-feedback? Please write to me at the email address below to share your experience.
Dare to Deliver
Merry Marcus
http://www.tnsemployeesurveys.com/images/stories/foresight/pdf/TNS_2131-11CS_HCA.pdf