This page contains Information about 360 degree profiling and the process. If you require technical support then please email enquiries@adaltadevelopment.co.uk or call 0345 021 2356
About 360° Profiling
The key goal in 360 degree feedback is to provide individuals with the opportunity to understand how their performance is perceived by others with a view to targeting areas for development. This feedback is profile is designed for managers and helps them to evaluate overall management effectiveness in key areas.
The 360 degree feedback report will help participants understand how they are perceived as a manager within their own work environment.
The results of this exercise will not only provide valuable insights that will develop self-awareness, but will also help inform future management development activity to improve overall management capability and effectiveness.
3 Good Reasons to use 360° Profiling…
- Performance improvement via focused development
360° degree feedback helps managers evaluate their performance in line with essential management competencies and behaviours.These have been identfied by reputable employer groups and management bodies, so represent what UK organisations really want from managers. This benchmark helps to establish a clear management development path.
- Improved dialogue about personal development
360° degree feedback can provide the individual and their employer/line manager with objective data to assess performance, which is a solid basis for meaningful dialogue about how to maximise on strengths and develop management capabilities.
- Greater Self-Awareness
Receiving performance feedback based on perceptions of a range of stakeholders rather than one manager’s opinion is the fastest way of improving self-awareness. Great managers have high self-awareness.
Other Important Factors…
Objective discussions about capabilities
Feedback from various sources provides a more balanced assessment of an individual’s performance.
Effective use of resources
A useful function of 360 degree feedback is helping participants to focus on the priority development needs that will increase their managerial effectiveness and accelerate their management career.
- How Does it Work?
360 degree feedback is a process of receiving structured feedback from a group of people with whom you work (colleagues, direct reports and line manager).
You are required to nominate 6 people to make up your ‘feedback team’. These people should have a good working knowledge of you and should represent a balanced cross-section of people you work with. Typically this would comprise 3 direct reports, 1 line manager and 2 others (e.g. colleagues/peers). There may be other internal (or even external) key people with whom you work on a regular basis whose feedback would be valuable to include.
It is advised that you carefully consider and identify your team, agree this with your line manager, and also get their agreement before entering their details into the system.
Each ‘reviewer’ completes a questionnaire about the ‘reviewee’ (i.e. you as the manager), and you also complete the same questionnaire as a ‘self-assessment’.
The results are compiled into a report that renders the feedback anonymous. Only the self-ratings and line manager ratings are attributed to their author. The report frames discussions with the line manager.