--- title: How to set the scene and re-contract in the 360 discussion description: Establishing rapport and re-contracting are fundamental to a succession 360 degree facilitated feedback session; this blog suggests a structure for this --- [![HeadLight-logo-from LF for website](https://blog.head-light.co.uk/hubfs/HeadLight_Sep2016/HeadLight-logo-from%20LF%20for%20website.png)](https://head-light.co.uk/) - [About Us](https://head-light.co.uk/what-makes-head-light-different/) ### [Our Clients Our clients come from industry, justice, government and not for profit sectors.](https://head-light.co.uk/our-clients/) ### [Case Studies Find out what people have said about Head Light and how we have helped.](https://blog.head-light.co.uk/case-studies) ### [Client Charter We like to be clear and upfront in how we work – and how we won’t work. Our Client Charter sets this out.](https://head-light.co.uk/client-charter/) ### [Consulting Partners When you partner with another organisation to deliver services to your clients, your reputation and future business success rests on your Partner’s ability and commitment to make it happen.](https://head-light.co.uk/consulting-partners/) ### [Our Location Head Light is based in Ascot, if you visit us with an electric vehicle, then you can have a free charge on us!](https://head-light.co.uk/contact-us/) ### [About Head Light Head Light helps public sector and regulated organisations turn workforce signals into intelligence about capability, readiness and risk. We are recognised in the Fosway 9-Grid™ for Talent & People Success and have supported customers for 20 years.](https://head-light.co.uk/what-makes-head-light-different/) - [Workforce Capability Intelligence](https://head-light.co.uk/workforce-intelligence-platform/) ### [Workforce Signals Surfacing the evidence layer that turns workforce data into intelligence.  ](https://head-light.co.uk/workforce-intelligence-platform/) ### [Capability Intelligence Understanding workforce capability across your organisation.](https://head-light.co.uk/workforce-intelligence-platform/capability-intelligence/) ### [Workforce Readiness Tracking organisational readiness in real time.](https://head-light.co.uk/workforce-intelligence-platform/workforce-readiness/) ### [Succession Intelligence Understanding leadership continuity and succession risk.](https://head-light.co.uk/workforce-intelligence-platform/succession-intelligence/) ### [Workforce Risk Identifying workforce capability risk before it becomes operational risk.](https://head-light.co.uk/workforce-intelligence-platform/workforce-risk/) ### [Organisational Insight Understanding workforce sentiment and organisational confidence.](https://head-light.co.uk/workforce-intelligence-platform/organisational-insight/) - [Products](https://head-light.co.uk/products-overview/) ### [Talent 360 360-degree feedback software - spot potential, pinpoint development focus, embed recognition.](https://head-light.co.uk/products-overview/talent-360/) ### [Talent Performance Embedding a culture of performance conversation and recognition.](https://head-light.co.uk/products-overview/talent-performance/) ### [Talent Navigator Individual career ownership through career path mapping.](https://head-light.co.uk/products-overview/talent-navigator/) ### [Talent Successor Succession planning software: providing a strategic line of sight.](https://head-light.co.uk/products-overview/talent-successor/) ### [Talent SafeGuard Skills management: by the individual and for the individual.](https://head-light.co.uk/products-overview/talent-safeguard/) ### [Talent En-Gauge Plan and take action to strengthen employee engagement.](https://head-light.co.uk/products-overview/talent-en-gauge/) ### [Talent Advance Keep track of goal planning.](https://head-light.co.uk/products-overview/talent-advance/) - [Consultancy & Training](https://head-light.co.uk/consultancy-training/) ### [Design a Skills or Competency Framework Get a skills or competency framework right for your organisation and your talent management practices make a real and lasting contribution.](https://head-light.co.uk/designing-your-competency-framework/) ### [360 and Performance Assessment Design We develop, test and validate bespoke assessments across all sectors, at every level of talent and every stage of talent management.](https://head-light.co.uk/assessment-design/) ### [Designing a Talent Management Strategy Do you have a Talent Management strategy? Do all your talent activities integrate, utilise the same language and align with your organisational strategy?](https://head-light.co.uk/talent-management-strategy/) ### [Talent Management for Managers Talent Management is not the sole domain of the HR or Learning & Development team. delivering your organisation’s people a strategy.](https://head-light.co.uk/talent-management-for-managers/) ### [Feedback Facilitator Training Investing in 360-degree feedback delivers little benefit if the review and feedback conversation is not handled properly.](https://head-light.co.uk/facilitator-training/) ### [Administrator Training Deploying a talent management software system successfully is not about luck. It requires robust and secure software, solid processes and great administrators.](https://head-light.co.uk/administrator-training/) - [Our Blog](https://blog.head-light.co.uk) - [Blue Light Services](https://head-light.co.uk/blue-light-services/) ### [Blue Light User Group Sharing talent management best practice and collaborating on new features to the Talent platform.](https://head-light.co.uk/blue-light-user-group/) ### [Talent Management for Police 360, PDR and talent and succession planning for police officers and staff.](https://head-light.co.uk/talent-management-for-police-forces/) ### [Talent Management for Fire and Rescue Services 360, PDR and succession planning for fire and rescue services.](https://head-light.co.uk/talent-management-for-fire-and-rescue-services/) [TELL ME MORE](https://head-light.co.uk/contact-us/) # How to set the scene and re-contract in the 360 discussion --- If you're running a review programme, and you're preparing for the 360 degree review discussion and feedback conversation, how do you create an environment of openness and understanding so that action will follow and a change in behaviour or competence will arise? We may all approach these feedback sessions differently but below is a summary of some of the key points that we find most useful. Those attending our [Feedback Facilitator’s Course](https://head-light.co.uk/facilitator-training/) do, of course, receive a full set of guidelines. **Step One - Outline the context for this 360 degree review discussion** The initial few minutes are about scene setting. Much of this will have been covered in the initial stages of the 360 review programme – but it is worth reiterating and reminding the recipient of this. Areas you may like to cover are: - The purpose and benefits of taking part in the 360 degree feedback process. - A reiteration that this is the start of the process, rather than the end of it – and that the real benefits will only be seen if he or she makes changes and acts on the feedback and uses it to inform personal development, to make clear plans and to stick to them. - How he or she could approach the session; that is it important not to accept or reject feedback too quickly, that taking notes may be beneficial – and to remember that this is a snapshot of the recipient and to look at it alongside other feedback. **Step Two - Explain how the feedback will be used, and about storage and confidentiality** You may like to cover: - Who gets hard copies of the report, and what you will do with your copy after the programme and any notes you take. - What will happen to all with all the results from all the participants. Will you be collating or combining them? With they inform broader learning and development initiatives? - Where the storage facility is, the level of security and encryption and how long the data will be stored. If you're using our system then you can also explain that the system is also used by a number of organisations who are subject to public scrutiny and interest, such as a number of UK police forces so we know it meets strict control standards. - How the report sits within the HR record. - If a soft copy is available. **Step Three - Look at the feedback report** - Briefly explain what the report contains and how it is structured. - Different reports will be structured differently and, if you’re using the [Talent 360](https://head-light.co.uk/products/talent-360/) tool, you may like to draw attention to the section at the end of the report – the PAPU-NANU – as this analytical tool helps to show where there is most agreement, and where there is greatest divergence in views. It is a good place to start because it helps you to identify clear strengths as well as development needs, and to focus on priorities for change and action. - Look at the detail of the report and, if time allows, leave him or her to read the open-ended comments more fully. - Start the discussion. Perhaps ask for overall impressions and immediate reactions. Ask them what they would like to look at or explore first and do this. - After discussing the report, you may want to talk about what support is needed to move forwards on the development plan. **Step Four - Closing and following up** - Commit to following up the session with an email to you, citing some strengths to use more and some areas for further work. - Ask the participant about his or her feelings about the process (the feedback, and the programme more broadly). - Finally, thank him or her. How do you choose to structure your feedback sessions?  You may also be interested in two of our articles. The first looks at how to make sense of the information the reviewers have provided and helps in the preparation for the facilitated feedback session. [![Making sense of 360 degree feedback](https://no-cache.hubspot.com/cta/default/2397834/7bcedef5-05cf-4b20-9960-166d41338d81.png)](https://cta-redirect.hubspot.com/cta/redirect/2397834/7bcedef5-05cf-4b20-9960-166d41338d81) The second article suggests some ideas of questions or prompts to help discuss the 360 review as you facilitate the review session. [![Prompts to support your 360 feedback session](https://no-cache.hubspot.com/cta/default/2397834/3c2ea24a-3b77-40ab-9e5b-9150f098a033.png)](https://cta-redirect.hubspot.com/cta/redirect/2397834/3c2ea24a-3b77-40ab-9e5b-9150f098a033)   [360 degree feedback](https://blog.head-light.co.uk/topic/360-degree-feedback) ## Related posts ### [The Police Leadership Commission Report: What It Means for Your Force](https://blog.head-light.co.uk/police-leadership-commission-report-what-it-means-for-your-force) The Police Leadership Commission report sets a clear direction for policing - and it has immediate i... 23 Jul 2026 ### [Organisational Insight: evidence that organisations fail to use](https://blog.head-light.co.uk/organisational-insight-evidence-not-used) Organisational insight is one of the most underestimated assets available to HR and business leaders... 13 Jul 2026 ### [How your Workforce Intelligence platform turns data into signals](https://blog.head-light.co.uk/workforce-intelligence-platform-turns-data-into-signals) Every organisation generates data about its people continuously. Performance ratings, development ac... 13 Jul 2026 [![HeadLight-logo-from LF for website](https://blog.head-light.co.uk/hubfs/HeadLight_Sep2016/HeadLight-logo-from%20LF%20for%20website.png)](https://head-light.co.uk/) [![Fosway-2025](https://blog.head-light.co.uk/hs-fs/hubfs/Fosway-2025-150x150.jpg?width=150&height=150&name=Fosway-2025-150x150.jpg)](https://blog.head-light.co.uk/news/head-light-fosway-grid-2025)   ### Useful Links - [Home](https://head-light.co.uk/) - [About](https://head-light.co.uk/what-makes-head-light-different/) - [Workforce Signals](https://head-light.co.uk/workforce-intelligence-platform/) - [Products](https://head-light.co.uk/products-overview/) - [Blue Light Services](https://head-light.co.uk/blue-light-services/) ### Workforce Signals - [Capability Intelligence](https://head-light.co.uk/workforce-intelligence-platform/workforce-mobility/) - [Organisational Insight](https://head-light.co.uk/workforce-intelligence-platform/organisational-insight/) - [Succession Intelligence](https://head-light.co.uk/workforce-intelligence-platform/organisational-insight/) - [View All](https://head-light.co.uk/workforce-intelligence-platform/) ### Our Products - [Talent 360](https://head-light.co.uk/products-overview/talent-360/) - [Talent Performance](https://head-light.co.uk/products-overview/talent-performance/) - [Talent Navigator](https://head-light.co.uk/products-overview/talent-navigator/) - [View All](https://head-light.co.uk/products-overview/) ### Consultancy & Training - [Consultancy & Training Services](https://head-light.co.uk/consultancy-training/) - [Designing your competency framework](https://head-light.co.uk/designing-your-competency-framework/) - [360 and performance assessment design](https://head-light.co.uk/assessment-design/) ### Support - [Contact](https://head-light.co.uk/contact-us/) - [Blog](https://blog.head-light.co.uk) - [FAQs](https://head-light.co.uk/faqs/) - [Resources](https://head-light.co.uk/resources/) - [News](https://blog.head-light.co.uk/news)   Copyright © Head Light Ltd. All rights reserved. Company Number 05087004. **[ISMS Statement](https://blog.head-light.co.uk/news/head-light-retains-iso-27001-certification-audit-for-2025)** | [**Privacy Policy**](https://head-light.co.uk/wp-content/uploads/2024/10/PV01-HL-Privacy-Policy-v4.5-Website.pdf) | **[Terms](https://head-light.co.uk/stage/?page_id=253)** | [**ISMS Policy**](https://head-light.co.uk/wp-content/uploads/2019/12/ISMS-SIgned-2020.pdf)   Search Head Light This is a search field with an autosuggest feature attached. - There are no suggestions because the search field is empty. ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Head Light", "url" : "https://blog.head-light.co.uk/author/head-light" }, "dateModified" : "2025-12-03T10:14:19.139Z", "datePublished" : "2016-03-07T00:00:00.000Z", "headline" : "How to set the scene and re-contract in the 360 discussion", "mainEntityOfPage" : { "@id" : "https://blog.head-light.co.uk/blog/360-degree-review-discussion", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.head-light.co.uk/hubfs/Version%202%20(text%20without%20shadow)-%203x%20300.png" }, "name" : "Head Light" } } ```