3. As A Learning & Development Tool, It…. Allows learners to get high quality feedback about their skills & performance. Allows learners to test out their self assessments against those of others. Is useful in identifying individual & group development needs. Is useful as a post development evaluation tool.
4. Anxiety Unfortunately, For The Most People, The Idea Of Getting Structured Feedback [Either Through 360 Degree Feedback, Or Even In A Performance Appraisal Discussion] Is An Anxiety Provoking. Their Concerns Centre On The Following Issues…….
5. W hat Is Going To Be Said Of Me ? A m I Going To Be Criticized ? H ow Is This Information Going To Be Used ? W ho Will See It ? I s This A Treat ?
6. When People Feel Anxious Or Fearful, These Feelings Are Manifested In A Number Of Predictable Ways, Especially In Resistance. The Following Types Of Resistance Are Common……. Resistance
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8. Removing Anxiety How Can 360 Degree Feedback Be Constructed & Delivered, So It Delivers The Benefits While The Fear Is Kept To A Minimum ? How Can We Take The Anxiety Out Of The Process ? How To Minimize Fear & Anxiety ? The Answer Lies In The Three Core Design Principle Followed…………………..
9. The Answer Lies In The 3 Core Design Principle Followed Keep It Short & Simple/Sequential [KISS] Keep The Process Relevant Hand Back Control To The Learner
10. KISS [Keep It Short & Simple/Sequential] 1 Many, if not most, 360 Degree Feedback Systems are cumbersome and time consuming. Learners usually have to a answer a large number of the questions. The analysis and the interoperations are so complex that, often, the selling organization does this part of the process [which increases the cost]. The eventual report, although detailed and the scientific-looking, is difficult [that is the learner has the time to wade through endless pages of the data analysis]. One has to ask if the time, effort and the cost are the worth the results. The learner answers 40 simple questions about how they rate their skills on a 5-point scale. This ‘Self Assessment Questionnaire’ takes about 15 minutes to complete.
11. In the paper-based version, the collection and the collation of the feedback data takes about another 15 min & the results are presented in a one page summary, which allows quick and easy prioritizing of the development needs. Any discrepancies between self-assessment scores & feedback from others can also be quickly identified. The internet version calculates all scores automatically. The emphasis is on making the process the means to an end….not an end in itself. Also keep the instructions as simple as possible, so that the level of literacy and numeracy range of the people who can use the process. And the cost is low.
12. This leaves more time for the learner to focus on the ACTION that arises out the 360 Degree Feedback process. This action flows from the answers to these question- A. What are my strengths? B. What are areas I need to work on? C. What are discrepancies between my self-assessment and the assessments of others that I need to explore more fully?
13. Keep The Process Relevant 2 In the previous slides, a few example had the principle of ‘Immediate Application’ was mentioned, here the example is a ‘Relevance’. Any learning experience has to be relevant, otherwise learners will switch off. This is where so many other 360 Degree Feedback processes fall down. In many of them, the attributes or the qualities that are assessed are often vague or ambiguous. So the results obtained are difficult to relate back to the learner’s job. As a result, the relevance of the exercise is questionable. The Skill Indicators should focus on the real life behaviors and the skill that are in today’s fast paced workplace. Learners can complete a skill indicators depending on their particular job, their specific area of enquiry.
14. Each Separate Skill Indicator Covers A Different Set Of 20 Skills. A Set Of 22 Skill Indicators Are Mentioned In Next Slide
16. 12. Managing Projects. 13. Meeting Facilitation. 14. Negotiation Skills. 15. Performance Management. 16. Presentation Effectiveness. 17. Sales Performance. 18. Service Skills. 19. Stress Management. 20. Team Skills. 21. Time Management. 22. Work Effectiveness.
17. Hand Back Control To The Learner 3 Both Common Sense & Psychological Theory & Practice, Tell Us How To Minimize Anxiety. That Is To Give As Much Control Back To The Learner As Possible. There Are Various Ways In Which The Skill indicators Hand Back Control To The Learner:-
18. A. The Learner Can Choose Which Skill Indicator To Complete: The learner has [at the time of writing ] 22 Skill Indicators to choose from. In some situations, this choice may not be there [such as need analysis prior to a specific development program] . But in other situations, the learner can choose from the menu of the possible skill sets and choose which Skill Indicator most matches to the needs or interest. B. The Learner Takes Control Of Their Own Results: A major concern for 360 Degree Feedback users is anxiety about who will see the results and how they will be used. Once again, the best way to minimize anxiety is by handling control back to the learner. Let them retain control of the results of their 360 Degree Feedback Experience.
19. B. The Learner Can Choose Who Gives Feedback: The issue of the selection of feedback givers is an areas of controversy in 360 Degree Feedback. Many argue that the feedback givers should be chosen by some other person [Learner Manager] & that their identify should remain hidden from the learner [Anonymous Feedback]. This supposedly increases the chance that the feedback will be honest, as there is no fear of retribution.
22. Working With 360 Degree Feedback In conclusion, 360 Degree Feedback allows wonderful opportunities for increasing insight and awareness, improving communication, identifying learning and development needs, prioritizing learning activities, motivating, building confidence and the program evaluation. In choosing a 360 Degree Feedback system, consider the question of Role. Does the system you choose deliver practical, flexible and meaningful results, in a cost and time effective manner? And does it do this while maximizing learner interest and relevance, while minimizing anxiety, fear and resistance?
