360 Degree Feedback for Managers
"The 360 feedback programme is by far the best course I have done. I found it very relevant and interesting and wish more time could be allocated to it. Jo is great to work with and is very engaging, I think this course has great value. DISC helps you to understand the different types of people and the way that they work. I really enjoyed working with Jo. Great process"
"I immediately connected with Jo, she is extremely personable and will tell you how it is. Jo has a way of making people aware of their strengths and weaknesses by cutting straight to the point. I have gained a lot of ideas to improve my team and the things I do as a person, not only in my work life but also with my family. I particularly enjoyed the DISC analysis, as it made me realise how I like to be managed, so that I can communicate with my team and line managers to get the best out of what they do. Suffice to say, the month after our last session, my office had the best month of the year and I don't think it would have been without Jo's suggestions to get the best from all members of my team. I loved the way Jo made me feel, I always felt positive and ready to make a difference!"
"Jo is great to work with 1 on 1 as I feel I can speak with her about most things and she will listen and give me the best advice and how to action it in the best way. I think the 360 session is really worth having done- It works out how you may act and how you would like to be dealt with. Very good. Disc is a great tool you can use with different types of characters you may have in the team and how to deal with them."
"Jo is very knowledgeable and i really enjoyed our one to one sessions together, i have a good insight as to how my staff perceive me and the key areas to which i need to improve on."
"It is a great process which enables you to understand yourself and the others around you in a much more comprehensive way. I thoroughly enjoyed it and found it very beneficial the techniques taught are already benefiting me.!
"I thoroughly enjoyed the session I found it very helpful and certainly felt motivated as soon as I left the room. Hope to have another session in a couple of months’ time. Jo was really easy to talk to and had a lot of knowledge about everything i asked or said."
"Jo was brilliant. She made me feel relaxed which encouraged me to be more open. It is not easy for someone to make you feel comfortable in that type of scenario but Jo does that and explains what you can do to help yourself and others."
"Jo is fantastic. Very is easy to get on with, always questions your comments, meaning that you start to over analyse yourself, make you really think about who you are and where you want to get too. I feel I've learnt a great deal. Namely, how my personality can affect other people and how I can categorise vendors on a valuation and then use the DISC analysis to create a better rapport."
Jo offers a fantastic 360 degree feedback development programme for managers and executives in Bristol and beyond. Jo says... "Done properly, a 360 is a brilliant experience for new and old managers alike. 360's give your peers and colleagues the opportunity you help you progress both personally and professionally. Managers are often nervous when they know they are having a 360 done but always come away from the process feeling positive and motivated to be the best they can be."
The 360 Process
Understand the purpose of the 360
The first step in the 360 process is to identify the reasons for doing it in the first place. They should be used for development purposes rather that for an appraisal or for performance management.
I often do them 6 months after a new manager has been promoted or after a new directorship has been appointed. Some clients offer their managers a 360 programme every year or two as way to help them develop.
"If you’re willing to learn and make changes then this course is for you. It’s one of the best training I’ve ever done."
Decide the questions you would like to ask the reviewers.
This will depend on the manager or directors role but would cover areas like:
Choose the reviewers
Next up is choosing the reviewers. This is usually be a mix of 12-24 direct reports (your team), Peers (others in the business at the same level), colleagues (others in the business you interact with) and your line manager. We choose people that have worked with you for 6 months or more and will give honest feedback. We don't only choose those likely to give you a glowing recommendation as that won't help you develop at all!
Once we have chosen your reviewers, I'll send the invitations out and you will also complete a self review.
Complete a DISC profile
I believe DISC is one of the best management tools around so I tend to use it a lot in my coaching. Whilst we are waiting for your reviewers, we will book in a time to run through your DISC profile.
360 feedback session
Once your reviewers have completed the 360, (we usually give them 2 weeks) I will send you your report for review and ask you to identify the key areas you would like to work on during our session. The 360 feedback session will involve us going through the report and agreeing the actions you will take to develop in the areas highlighted. I have 12 years of tips and techniques at my disposal so whatever your 360 throws up - I'll have a way forward for you.
We will complete a PDP (personal development plan) which we will also forward to your line manager.