marlatt coaching and consulting

10 Questions to ask about 360 feedback assessments for leaders?

Have you ever wondered about how you can benefit from feedback on your leadership competency and behavior? Check out this post on commonly asked questions about 360 feedback assessments for leaders.


Q1: WHY INVEST IN 360 FEEDBACK ASSESSMENTS FOR LEADERS? HOW CAN FEEDBACK HELP MY ORGANIZATION?

Coaches can help people to be more effective managers and leaders through confidential 360-degree feedback assessments. We help leaders to develop business acumen and leadership competencies based on the results of feedback from supervisors, peers and the people that they supervise.

Feedback can help organizations to understand organizational culture, leadership competency, business acumen, and gaps in leadership, team and staff performance that can impact organizational performance and the bottom line.

Q2: HOW DOES 360 FEEDBACK ASSESSMENT WORK?

Multi-rater feedback assessments and coaching are effective resources for executives, leaders, and managers. We help you to use feedback from your boss, peers, and team about how they perceive your competence and leadership to build self-awareness.

The gap between how you are perceived and how you perceive yourself will be used to identifying your strengths and weaknesses. We work with you to improve your leadership competency, emotional intelligence, and business acumen through one-on-one, face-to-face, telephone, and virtual coaching.

360 Feedback Assessments for Leaders
360 Feedback Assessments for Leaders

Q3: HOW IS THE 360 FEEDBACK ASSESSMENT ADMINISTERED? HOW LONG DOES IT TAKE?

The feedback process is completed on-line through a confidential password-protected web portal. This protects the anonymity of the person providing feedback to the leader and ensures the confidentiality of any reports generated for the leader soliciting the feedback on the effectiveness of their behavior and competency in the workplace.

The time involved to complete the process includes discussions with the consultant on organizational needs, the consultant’s time to set up and administer the assessment, the invited rater’s time to complete feedback for the leaders being assessed, and the time allocated for debriefing the feedback reports.

The rater can anticipate spending 30 minutes to one hour per assessment. Effective coaching debriefs of the report requires one hour. The feedback process can be administered in relatively short time frames over one-month to six-weeks.

Q4: HOW DOES COACHING FIT INTO THE 360 FEEDBACK PROCESS?

Your Executive Coach is accredited in the proper administration of your 360 Feedback assessment. This includes accreditation in the ethical administration and interpretation of assessment results.

Your coach will debrief the assessment and identify leadership strengths and weaknesses. Your coach works with you to develop an action plan focused on leveraging your strengths, developing competencies, and improving behaviors that are not working for you.

Q5: WHY IS THE ANONYMITY OF PARTICIPANTS IMPORTANT?

Only the feedback comments from your immediate supervisor will be known to you. You will not be able to attribute the comments and ratings about your leadership competencies and behavior delivered from senior management, peers, direct reports, and others, to specific people. The process ensures that you will receive authentic and unbiased feedback related to your performance.

Q6: WHY IS THE CONFIDENTIALITY OF RESULTS IMPORTANT?

Your coach will create and validate your confidential feedback report. Your coach will debrief your report with you. The results will remain confidential to you and your coach. This process helps to facilitate open and authentic communication about your behavior and competency to support your leadership development.

Q7: SO HOW CAN THE ORGANIZATION BENEFIT WITH ALL OF THIS ANONYMITY AND CONFIDENTIALITY?

You are free to share your results with your supervisor and others of your choice. This can be a very effective way to support your leadership development through your individual development plan.

Your coach can work with the organizational sponsor (typically the CEO) to establish protocols for the sharing of assessment results. The development of a trusting team environment can lead to reduced conflict and organizational effectiveness.

Q8: WHY IS PROGRAM DESIGN AND FOLLOW-UP SO IMPORTANT?

Your consultant’s goal is to ensure that the design of your 360-feedback program is effective and will yield a good return on your investment in the development of your organization.

We will work with your organizational sponsor and human resource advisor to understand organizational dynamics and develop customized confidential feedback programs around leadership competencies suited for CEOs, Senior Executives, and Boards.

Leaders don’t’ work in a vacuum. You can understand team dynamics are through assessments. We work with you to identify solutions and develop coaching and leadership and team development programs. 

Q9: WHAT TYPE OF FEEDBACK PROGRAM IS RIGHT FOR MY ORGANIZATION

ASSESSING LEADERSHIP COMPETENCY AND BUSINESS ACUMEN

We offer several approaches for 360 feedback for your leaders and organization. These include online, face-to-face and mixed processes. We will work with you to understand your objectives and goals and develop a program suited to your needs. The assessment formats can vary. Checkmout the formats below.

The assessment provides straightforward, practical, and intuitive multi-source feedback to help leaders quickly identify their strengths and developmental needs.

The clarity of the detailed report lets leaders easily recognize key themes in the feedback from others and take actionable steps for growth. You view your own self-assessment scores through a leadership and management lens. This allows you to understand how others see you as a leader and manager.

An individual development plan template accompanies the report.  The on-line assessment instrument provides feedback on competencies and behaviors related to work & execution, interacting with others, and thinking & deciding:

ASSESSING EMOTIONAL INTELLIGENCE FOR LEADERS

Emotional intelligence is an important driver of leadership and organizational effectiveness. The leadership 360 feedback emotional intelligence assessment offers the single, most comprehensive view of an individual’s emotional intelligence results through four key dimensions of leadership.

Leaders understand their emotional intelligence in comparison to other leaders in the world that have demonstrated high emotional intelligence. View your self-assessment scores through a leadership lens. You understand how others see you as a leader.

An individual development plan template accompanies the report. Emotional intelligence is assessed across five factors and scales including emotional maturity, self-expression, relationships, decision-making, and stress management.

THE DEEP DIVE: IDENTIFYING SPECIFIC BEHAVIOURS IMPACTING YOUR ORGANIZATION?

The multi-factor leadership competency feedback assessment takes a deep dive into the specific and detailed competencies that inform leadership behaviors and effectiveness based on feedback from those all around you, including peers, subordinates, managers, and associates outside of the organization. The assessment includes emotional intelligence measures.

We will use multi-rater feedback to identify personal strengths and development needs. Improved leadership performance is the goal. The feedback provides deep evidence to support detailed coaching on very specific competencies.

Individual development plans accompany the report. The feedback instrument relies on competency sets to support detailed feedback on competencies and behaviors.

APPLYING THE RESULTS OF THE DEEP DIVE TO HELP LEADERS TO BE MORE EFFECTIVE

Through “narrative” 360-feedback, we work with you to identify competency requirements and obtain written and face-to-face feedback from the leader’s supervisor, peers, team, and customers. We will develop customized feedback surveys through detailed face-to-face leadership competency assessments.

We follow-up to ensure the accuracy of the feedback through interviews with feedback participants. We coach leaders to improve their effectiveness.

Narrative 360 assessments include competency and emotional intelligence measures with the addition of selected follow-up interviews with individuals providing feedback to better understand the veracity and specificity of rankings and comments.

Leaders facing challenges in work and life will find these assessments to be useful. Leaders benefit from longer-term coaching support.

Q10: WHATS NEXT ABOUT 360 FEEDBACK ASSESSMENTS FOR LEADERS

Contact Jim to discuss your needs and to identify a feedback process and budget suited to your organization.


marlatt coaching and consulting

Marlatt Coaching & Consulting

James Marlatt PhD MBA Certified Executive Coach

marlatt-consulting.com

©2019 James Marlatt PhD


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Last Modified on September 30, 2019
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