1. 360-degree feedback Briefing for Participants Full Circle Feedback

2. Outcomes from this session
Understand the principles and benefits of 360-degree feedback
Understand the steps in the Full Circle Feedback process and how you will be involved
Be ready to take the next steps

3. The principles and benefits of 360 degree feedback

4. People require feedback to achieve and maintain optimal levels of motivation and focus
People typically suffer from a lack of performance feedback throughout their working lives
There is a paucity of feedback in most Western organisations - the “Feedback Famine”
Feedback is the cheapest, most powerful development tool at our disposal. Yet it is also the most under-used - demand outstrips supply.

5. The most effective leaders understand the value of feedback and the impact that their own behaviour has on others
Effective leaders have good antennae – they understand the impact they have on others and are open to learning about themselves
Self reflection is a rare activity in the busy workplace. Good leaders subscribe to the time honoured maxim – First know thyself!
Leaders often avoid giving negative performance feedback
Negative feedback has a far greater impact than positive feedback. We are all more receptive to positive feedback.

6. 360 degree feedback provides people with the opportunity to gain feedback from a range of sources
360 degree feedback is best used to measure “How” not “What”, i.e. the focus is on process rather than content
Provides a mirror to see how others see us – knowledge leads to action and improvement
Assists in creating a learning or feedback culture – individual and collective learning

7. 360 degree feedback is simply a collection of subjective perceptions -including your own. It is not a personality test.
Confirms strengths and identifies areas for improvement
Perceptions of our behaviour are both interesting and useful. These perceptions may not be consistent.
The variations in perceptions provide insight
Typically 2 – 3 themes will emerge as key insights that can be translated into goals
The emphasis is upon development and not appraisal degree feedback can assist you develop and improve your performance.
The process provides a snapshot in time within a certain context

8. You see yourself a certain way. 
The question is ...  "How do others see you”
… and ….
“How do you impact upon their performance?"

9. The Full Circle Feedback process

10. The Process to date
Two pilot groups
Positive overall response with suggestions for improvement
Re-design of tool and process on the basis of this feedback

11. The Full Circle Feedback process
Structured
Anonymous (except for Self and Manager)
Confidential
Safe
User friendly
Well supported
Web-based
Robust
Business based
Designed to enhance learning and sustainable behavioural change

12. The survey is customised to meet the objectives of the project and Swinburne
Specific, concrete, observable behaviour
Based upon the Management Attributes
Sets Direction
Manages change effectively
Creates a learning environment
Provides education leadership
Builds relationships
Demonstrates personal integrity
Builds organisation capability
Exhibits entrepreneurial skills
Drives service excellence
The development of management competencies is a key management development tool in enhancing our organisational leadership capability.

13. The process for Participants and Raters is easy and confidential

14. Participants are provided with a project status page

15. Participants are asked to nominate their raters on the web

16. Participants should select raters whose feedback they will value
Nominate
Yourself
Your manager
3 – 6 raters in each sub group defined for the project ( Peers, Direct Reports, Stakeholders,Others). You may use any or all of the sub groups.
Selection of raters should be based upon choosing people who:
Interact with you frequently
Are in a position to give you relevant and meaningful feedback
Provide a balance of people whom you think will give candid, constructive feedback
It is useful to remember who you have asked to be part of your feedback team

17. Participants and raters are then asked to complete the survey on the web

18. Survey completion is confidential, simple and should take about 15 – 20 minutes
Surveys may be saved in case you are interrupted
Surveys are saved page by page on the Full Circle Feedback database as they are completed
This gives you the option to complete the survey in more than one sitting without losing what you have entered and saved
You may print a record of the survey
Use the Not Assessed/Not Observed rating if you do not have enough data to make a judgement
Survey responses may be reviewed and amended up until the time that the “Submit” button is clicked
If you have several surveys to complete, you may wish to space them out – one a day works well

19. Coaching Skills modules and resources are provided on the website to assist participants, managers and facilitators develop feedback skills

20. Participants receive comprehensive feedback reports (quantitative and qualitative) designed to accommodate different learning styles

21. Participants will be able to see their self and manager assessments, but other rater responses will be averaged to protect confidentiality

22. A Learning Guide is provided to assist with interpretation of the feedback report

23. Taking Action is the challenge
Feedback alone does not create change. It is a trigger for self reflection, more feedback, goal setting and ongoing action
Make a note of your insights and actions on the Full Circle action plan.
Only 3% of the population have written goals and yet there is a strong, positive correlation between the written plan and action
Print out the plan and place it in your report for regular reference
Track your change!
Involve your Manager
Set up a meeting to explore your report and it’s implications for your development

24. The Next Steps

25. Next Steps
You will receive an from Full Circle Feedback inviting you to register/nominate your feedback team
Ask people to be part of your feedback team
Register your raters on the web ASAP
Everyone you nominate will be asked to complete a survey
You will have a confidential 1.5 hour session to go through your report with Maryanne Mooney