Develop coaching competencies using 360 degree feedback

Last week we looked at how 360 can support conflict resolution and, as part of that, we suggested that on-going coaching can support managers to become more effective.…

The proof of the 360 pudding...

The proof the pudding, as the saying goes, is in the eating. Want to try out 360 degree feedback software using our online Talent 360 - and see for yourself the value and clarity you'll get?…

Make 360 feedback meaningful

By Debbie Hance, Head of Business Psychology…

How to use 360 to spot high potential

360 degree feedback is typically thought of as a learning and development tool, but how can it be used to spot high potential? We’re often asked this sort of question during our talent management software implementation sessions with customers, or as part of the programme review meetings we may hold.…

Building a feedback and coaching culture – is it working?

In this week's blog, Debbie Hance, our Head of Business Psychology takes a look at how organisations can look at the quality of their managers' feedback conversations and how coaching capability can be assessed. Many of the organisations we talk to are still on their journey to improve the quality of feedback that people get whether from their line managers or from others (colleagues, direct reports, customers and so on). Many of these organisations have, somewhere in their people strategy, a desire to build a ‘feedback and coaching culture’.…

Pinpointing the key areas of 360

The best 360 degree feedback tools provide the recipient and the organisation with rich, focused and useful feedback about an individual’s performance. But pinpointing the important areas can be tricky. In our Talent 360 software we've tackled this head on - and have developed three features to do this:…

Preparing for 360 feedback sessions

Drawing together and making sense of the information gathered in a 360 review is an important element when preparing for 360 feedback sessions. Typically you'll have a report generated from your on-line 360 tool such as Talent 360 which brings together the various observations, comments and feedback. But how then to present this to the participant when there is so much of value?…

360 - it's not about comparing people

Making comparisons between people by using a 360 is one of the four deadly mistakes we see that some organisations make. It's simply just not what 360 is about.…

6 indicators of High Potential – and how to identify them

For some line managers spotting those in the team who have the potential to progress and take on a larger role, can be tricky.  They need to know what makes for success and then how to identify this amongst their people – and ideally applying a tool they are already making use of.…

360 – how often is too often?

Once people start to use a 360 questionnaire and realise the value of gaining the insight into how others see them, it’s sometimes easy for them to make the (incorrect) leap in thought process that the more 360s they do, the quicker they’ll develop and acquire the skills and behaviours they’re looking for.…

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