Looking to find out how to use 360-degree feedback for effective leader development? One of the key ingredients to the success of any 360 feedback programme is to employ the services and support of a highly experienced coach. A coach who can help your leaders to understand the feedback they receive – and follow through on the resulting action plan. Why is this? Well, there are a number of reasons.
How an experienced coach can be the key to successful leader development
1. Usually, participants look for and focus on the negative feedback. It seems to be human nature. A key role of the coach is to identify and highlight the positive messages to help keep things in proportion.
2. Receiving feedback can sometimes be disappointing, especially if others perceive a leader to be less effective than they see themselves. A coach’s job is to make the feedback process a positive and helpful experience. They will help the leader to place the feedback in context, to consider which feedback is important and relevant and to decide what actions they can take to develop in those areas.
3. Typically, a 360 degree feedback report is confidential to the leader. But for them to make effective progress, they need to be able to follow up with the people that gave the feedback. A coach can help the leader decide what they want to share with their manager, peers and direct reports and help them to prepare for those conversations.
4. The ultimate goal of the 360 degree feedback is leader development. And that means the process needs to result in a plan for development and actions. [Tweet “The goal of 360 degree feedback is development. So it needs to result in a plan for development”] An experienced coach will help the leader define the development experiences and provide continuing support to help them make progress.
How to use 360-degree feedback for effective leader development
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