Lesson notes, exercises, downloads, and recommended reading are below the video. On mobile, the video will rescale when you play it.


What is 360-Degree Feedback? And a 4-step Process.

The idea and practice of 360-degree feedback has been through rises and falls since it first appeared in the 1950s. And it really took off in the 1990s. But it is as important today as it’s ever been. So, let’s examine 360-degree feedback from a number of angles.

Watching this video is worth 4 Management Courses CPD Points*.
πŸ”Ž See below for details

Feedback
This video is part of course module number 3.8.3
Program 3: Managing & Leading Individuals
Course 8: Feedback
Section 3: Receiving Feedback

Other videos in this section include:
🎬 How to Ask for Performance Feedback https://youtu.be/ihShcUlep2Y
🎬 How to Receive Performance Feedback https://youtu.be/MkE90_b0VAw
🎬 Acting on Performance Feedback https://youtu.be/mVXzYxN1rxE
🎬 What is 360-degree Feedback?

LESSON NOTES
360-degree feedback is a method for conducting a performance appraisal. It gathers feedback from a range of people. It:
β€’ Provides managers and supervisors with evidence for your capabilities, attitudes, and performance.
β€’ Helps meet your developmental needs, by giving you information on how other people perceive you.

There are processes for:
β€’ Gathering the information – usually some form of standard survey
β€’ Collating and analyzing the information
β€’ Presenting the findings back to you and your line manager or supervisor

Four Steps to 360 Degree Feedback
1. Select a group of people to offer feedback.
2. The reviewers complete a questionnaire
3. The software produces a report
4. Appraiser and Performer meet to discuss the findings

As you’d expect, each reviewer has the potential for a more or less accurate assessment of the performer. Inaccuracies can arise due to:

– Lack of clarity around the performance standards that the organization expects, and how to assess them
– Lack of accuracy in applying the competency standards framework
– Selective observation
– Biased assessment – unconscious
– Biased assessment – conscious

RECOMMENDED EXERCISE
You need a structure to carry out formal 360-degree feedback at work. However, if you don’t have it, there is nothing to stop you from asking people for their feedback on you.
1. Identify 3 to 8 people you can ask for feedback. These should be a mixture of people who know your work in different contexts (1 MC CPD Point)
2. Speak individually with each person. Ask them if they would prefer to give you written feedback, or offer you feedback in person. Then agree on a timescale with each. (2 MC CPD Points)
3. Gather your feedback and review it carefully. What does it tell you? What can you learn? (3 MC CPD Points)
4. Discuss this feedback with a coach, mentor, or another source of trusted counsel (2 MC CPD Points)

DOWNLOADS
Free Resources
🧰 CPD Tools – https://gum.co/MC-CPD
Paid resources
🧳 Management Courses Onboarding Kit – https://gum.co/MC-ObK ($3)

RECOMMENDED READING
πŸ“– Feedback (and Other Dirty Words): Why We Fear It, How to Fix It https://geni.us/Pg4gk
πŸ“– Thanks for the Feedback: The Science and Art of Receiving Feedback Well https://geni.us/OtdDnSy
πŸ“– HBR Guide to Delivering Effective Feedback https://geni.us/h0cN
πŸ“– Feedback Pocketbook https://geni.us/D8Ar
πŸ“– Feedback Toolkit: 16 Tools for Better Communication in the Workplace https://geni.us/x8TGT4

⭕️ Links to our book recommendations are affiliated through Amazon

Managers Need a Basic set of kit to do your job well. Here are my top recommendations: https://kit.co/MikeClayton/manager-s-work-kit (the links are affiliated)

MANAGEMENT COURSES CONTINUING PROFESSIONAL DEVELOPMENT (CPD) POINTS
You can record your Management Courses CPD points on our free, downloadable CPD record log.
πŸ““ Download it at: https://gum.co/MC-CPD
Each video has two levels of MC CPD points. For this video:
– If you simply watched the video, record 4 MC CPD points
– If you also carried out all of the recommended exercises, score a total of 12 MC CPD points

#ManagementCourses #Feedback #360Feedback

source

Masters of Feedback: Ken Blanchard & Spencer Johnson – One Minute Feedback
Masters of Feedback: Rick Maurer – Feedback Toolkit
How to Do a Performance Turnaround – 6-step process [Feedback Challenges]
Feedback Challenges: Bias in Feedback
Feedback Failure: What if Your Feedback Doesn’t go to Plan?
What is Diamond Feeback?
Receiving Feedback: Acting on Feedback – 8 Steps
How to Receive Feedback
Receiving Feedback: How to Ask for Feedback
My Top Tips for Giving Great Performance Feedback: Give your Feedback a BOOST
What is the Starfish Model for Giving Feedback?
Masters of Feedback: Kim Cameron – Positive Feedback
Why You Should Never Use the Feedback Sandwich – swap to the Feedback Burger
How to Give Formal Performance Feedback: 8-step Feedback Process
How to Plan Your Feedback: 10 Question Process
When and Where to Give Feedback
Types of Performance Feedback: 8 Varieties
The Principles of Performance Feedback: Feedback Principles that set the BAR high
What is Feedback? And Why Does it Matter?

Mike Clayton

About Mike Clayton 

Dr Mike Clayton is a (former) Project Manager and now a management educator. Having trained thousands of people at live workshops, seminars, and conferences, he now delivers training mainly via video. He has 14 books with international publishers and runs two successful YouTube channels. He is also the founder of OnlinePMCourses.com

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