360 informs talent management far beyond development

If you're using 360 to inform development plans, that's great - but you may be missing out on the value it can bring to other aspects of your talent management strategy. A key strategic need in organisations is to have the right people in the right place at the right time. Whether you call this talent management or succession planning, the point is that you must understand what skills your organisation needs to succeed and what constitutes ‘potential’.…

Avoid 360 degree feedback questionnaires?

360 degree feedback within your organisation can give great results and be a key part of your talent management strategy. But get the use of 360 wrong, and it can become a 'tickbox' exercise. 360s can provide self-insight, inform development and succession plans, focus attention of what behaviours are needed and identify those with 'high potential'. But we believe there are 4 key areas which are deadly mistakes when it comes to 360 degree feedback programmes - and we've included these in an article published on HRZone.…

Good Practice in using 360 degree feedback

Achieving ‘Good Practice’ should be the aim of all 360 degree feedback users. Too often, however, day-to-day practicalities mean that processes don't  flow as we want them to, or the challenges we face bear little resemblance to the ‘best practice’ we read about. At Head Light, we’re committed to sharing and exploring the use of 360 degree feedback across organisations. Our Police Talent User Group developed its own Good Practice Guide and now we've built on this and created out new Guide to Good Practice in Using 360 degree feedback.…

Giving better feedback

Feedback can be powerful. Giving and receiving quality feedback helps individuals, teams and the business as a whole to develop. The challenge which faces us all is how to make a useful contribution when giving feedback to others.…

Think about engagement, even during recruitment

Engagement and recruitment - are you considering these two talent management activities alongside each other? Even during your initial recruitment activities, we think that engagement needs to be considered. And you are probably doing this. You'll be talking with your candidates and starting to think about what it will take to retain these great people once they have joined your business.…

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