Giving feedback: take the person into account

Giving feedback thoroughly and effectively makes a real impact on how successful the 360 degree feedback process will be. But how the individual reacts and responds to both positive and negative feedback depends very much on how they are wired.  Those driven to succeed and attain goals (ie those who are ‘positively wired’), interpret and internalise positive and negative feedback very differently from those more concerned with avoiding failure and punishment (‘negatively wired’).…

7 ways to improve 360 reviewer response rates

Improving your 360 reviewer response rate may be key to ensuring you get the feedback needed to make 360 activity valuable. Typically ‘lack of time’ is the main reason that 360 reviews are not completed by a reviewer as ‘filling in questionnaires’ is often not high on the list of ‘things to do’ for anyone.…

Hijacking 360 data

Using 360 degree feedback can move your people forward but hijacking 360 data and using for other purposes may just lose any trust you have built with your staff. In our recent post we talked about there being four deadly mistakes, the first of which we explored in that blog. We see this as the issue of describing such an important process as simply filling in 360 degree feedback questionnaires.”…

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.…

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