360° Profiling and Feedback
It is extremely important for a leader and manager to understand other people’s perceptions of how they work before they draw up their personal and professional development plan. The 360° Profiling and Feedback process is a really useful way of obtaining these different perspectives
There are a number of 'off the shelf' 360° processes which use generic competencies or behaviours to access an individual. However, xué believes that every context is unique and that to be really effective the process needs to be custom made. This ensures that the competencies, characteristics and behaviours are absolutely right for the context within which they are being used and can provide more targeted feedback.
The xué team has considerable expertise in developing bespoke 360° processes that are tailor made to meet the specific needs of the client.
The 360° process can be used effectively as part of an individual personal development programme or contribute to a wider, whole system performance management process. It provides a rounded view of how other people 'perceive' and experience an individual in a particular context. Perceptions are, of course, influenced by each individual's experience of the world. However, in a leadership and management context it is very important to understand and manage perceptions as well as tasks and contexts.
The first step is the 360° Profile which identifies an individual's perceived strengths and areas for development. This is drawn up after the individual, and a number of key people they relate to, have completed a questionnaire. The questionnaire accesses the individual against an agreed set of competencies, behaviours and values. Once the Profile is compiled feedback is provide. This is called 360° Feedback and is usually an open discussion between the individual and the person who is supporting them to draw up their development plan. The quality of the feedback, as well as its relevance, is clearly crucial and needs to be based on a clear understanding of what the individual's role requires now and in the future and their related personal development needs.
For more information, please see Insight Guide: 360 Degree Feedback >
