How to develop coaching competencies using 360 degree feedback

Here we turn the tables on the 360 process and see how 360 can be used with the 360 facilitators or coaches themselves to help develop their own coaching competencies.…

Revisiting How to Build a Feedback and Coaching Culture - is yours working?

Head of Business Psychology, Debbie Hance revisits how organisations can look at the quality of their managers' feedback conversations and how coaching capability can be assessed. We know from speaking to organisations that it's common for them to be on a 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’.…

11 ways to make sure your competency framework delivers on expectations

Developing a competency framework is time consuming. Interviews, focus groups, and online surveys take time, sometimes external consulting spend, and internal commitment from your most senior leaders and managers. However, signing off on the framework is the end of one stage of the project with, arguably, the most important stage just beginning.…

Simply Conversations, Feedback & Cadence

There are three simple principles that underpin the new approach to continuous performance management - Conversations, Feedback and Cadence.…

Review & renew your competency framework

If you already have a competency framework that has been in place for more than a couple of years, it may be in need of a strategic review and see how it's working for your business. So before we get into the details,  it’s worth making it clear what a competency framework is. Put simply, it is a set of standards, of criteria, that describes how people go about doing their jobs. A competency framework contains behaviours, approaches, attitudes and ways of looking at things, that set out what ‘really good’ looks like in your company. Your job description, targets and objectives describe WHAT you do, the competency framework describes HOW you might do it. A competency framework will underpin lots of different work and people management processes, including appraisal, training and development and promotion. It provides a common language for us to talk about our managers about these things- how well we’re doing, where our strengths are, what we need to develop further. It provides a fairer and more consistent platform for making decisions about people and how to get the best out of everyone. A good first step is to look at how and where your competencies are used and where they can be reinforced.  …

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