You may have gathered by now if you have been following this blog over any length of time that we place great importance on the conversation which happens within a 360 Degree Feedback process.

Our 'Meaningful Conversations' suite of training programmes is designed to build the capability and confidence of Line Managers in handling the one-to-one conversations they have with their team members as part of a robust Performance Management practice i.e. Setting objectives, giving feedback, coaching and performance appraisals.

But when it comes to exploring someone's 360 Degree Feedback report, particularly as a Line Manager whose own ratings and comments about that individual are in that report, the skill to handle this conversation, or debrief as we call it, well is paramount.

Understanding the nature of the debrief, what its purpose is and hence what skills you need to deploy is a first step; but this must be supported by a knowledge of what to look for in a 360 report and how to prepare for the debrief session.

Furthermore, the structure of a successful debrief follows a pattern which leads the individual through the report in a way such that they get a balanced view of the feedback and can begin to identify themes which suggest development areas and key strengths.

Finally, the debrief has to conclude in a way which moves the individual on to a place where they feel able to turn raised self-awareness into action; sometimes by way of a personal development plan, sometimes by way of changes in their day-to-day habits.

The importance of effective 360 Feedback debriefing is clear and as it becomes ever more part of the performance management and employee development cycle, Line Managers need to become adept at holding such debrief conversations.

Our forthcoming webinar on Friday 26th September shares our own philosophy outlined above in more detail - everyone welcome but naturally limited seats available.

John

www.bowlandsolutions.com