We’re announcing a new way to improve self-insight in 360 degree feedback.
Improving self-awareness using techniques such as 360 questionnaires and feedback are essential in moving people and organisations forward. It's part of an individual's personal development, identifying gaps they might have on a career path and also helping your organisation to understand where its ‘high potentials’ and ‘future successors’ might be.
But what happens when the feedback flags areas about which the recipient has no insight - how does one structure the feedback session then?
And what about when working with a team or putting a team together - what can their 360 degree feedback reviews tell you about how they will operate?
We know that the feedback session and the subsequent development activity is the most critical part of any 360 process and our unique and widely used PAPU-NANU approach gives you a way of organising the feedback to make it actionable. As a reminder, it looks at:
- ‘agreed strengths’ - where both the participant and the raters agree on highly rated areas
- 'good news' - where the raters score the participant higher than he or she rated themselves: so the participant does not recognise a capability that others do
- 'agreed development areas’ - where both participant and raters agree on areas of development need
- ‘hidden talents’ - where the participant rates themselves higher than the other raters - this could be a development need or the opportunity to demonstrate their capabilities better.
When looking at a team, think how valuable it would be to be able to see at a glance the areas of competence strength and need - or when you are pulling a team together and you want to see where the gaps are.
Team PAPU NANU is built into our Talent® platform as standard and you can access it through Talent 360