A real 360 feedback champion

Whilst I regularly use the phrase ‘feedback champion’,  it’s not everyday I actually meet one.

Over the last 5 years, I’ve had the privilege of working with Cedric Frederick the CEO of Avante Partnerships, who annually does a 360 and then shares it with those around him.

Cedric’s committed to developing “an open culture” where honest feedback is invited, willingly accepted and used to continually improve individual and organisational performance.  Leading the way, his personal commitment to asking for feedback and using it to continually learn, sets the organisational tone.

The questionnaire is based on his job description/ specification and feedback is invited from a wide range of employees (Cedric does not have oversight of who is invited). He then shares his report and development plan for the next 12 months, both up (with Trustees) and down the organisation (his team and all managers).

I wonder how many other CEO’s who talk ‘feedback and open cultures’ – actually lead the way?

Bye for now

All the best

David

david@lumus360.co.uk

Comparative 360 Degree Feedback Reports

We’ve just successfully piloted our new ‘Comparative 360 Feedback Report’…. Very exciting, as it combines and summarises the results of a participants’ old and current 360 reports, enabling meaningful behavioural change to be seen.  The key benefits being:

• A great way of monitoring development progress against plan/ over time
• Further embeds the importance of ongoing development feedback
• Provides insights (next steps) for continuing development

Our experience suggests that repeating the 360 feedback process after 18 – 24 months allows time for mastery of new behavioural skills (to an unconscious/ competent level) and for those behaviours to become apparent in the eyes of others.

We’ve kept the whole thing simple and pragmatic – The ‘Comparative Feedback Section’ is a bolt on to our standard report and shows using a RAG (Red, Amber, Green) scale:

• Areas of improvement – Those things to celebrate
• Staying the same – or little movement
• Falling back – Areas to reconsider/ address

Let me know if you’d like any more information.

Bye for now

All the best

David

david@lumus360.co.uk

Selecting the right 360 feedback rating scale

Whilst there are many different survey scales – In our experience most 360 feedback questionnaires are used for either some form of performance evaluation or developmental purposes.

Performance evaluation scales – Here, raters are typically asked to grade, appraise, score or pass judgement on the participant. The most common of these scales being:

Competence – Typical labels are:

• Outstanding strength
• Strength
• Competent
• Needs improvement
• Needs significant improvement

Performance – Typical labels are:

• Exceeds all standards
• Exceeds most, meets others
• Meets most, exceeds others
• Meets all standards
• Meets most, below on some
• Below on many

Comparison – Typical labels are:

• Far above average
• Above average
• Average
• Below average
• Far below average

Observation Scales – Ask responders to share how ‘frequently’ they see the participant carry out the described behaviour and are mainly used to provide insight and developmental feedback. Examples of frequency scales are:

100% of the time	Always	A great deal
90% plus of the time	Frequently	Quite a bit
80% plus of the time	Sometimes	Somewhat
60% plus of the time	Rarely	Very little
Less than 50% of the time	Never	Not at all

 

All the best

David

david@lumus360.co.uk

Growing Feedback Champions

 “Feedback is the breakfast of champions”   Ken Blanchard

Whilst 360 feedback is a great way of aligning managers to the expectations of the organisation, helping them get their style and approach right.  If used in a progressive way (as shown in the model opposite) it can also be used to incrementally grow their feedback maturity.

To explain the model:

• Avoidance – In an immature feedback culture, most managers do not have the confidence, knowledge, skills and ‘feedback maturity’ to invite, listen to, process and use feedback in a way that builds relationships and their performance
• Safe and in-control - 360 feedback is a brilliant way of introducing managers to focused performance
  feedback and its conversion to real and positive management growth – At this stage, we suggest that participants are allowed to identify who provides their feedback and who else (if anyone) gets to see their report
• Open and accountable – A second run of 360 feedback (ideally 12 – 18 months later) – This time raising the stakes by involving the organisation/ line managers in selecting feedback respondents, sharing the feedback data and measuring development progress
• Self seeking and face to face - Here the manager is expected to go and actively ask for feedback directly
  and then self manage it through to further performance improvement

David

davidcooper@lumus.co.uk

Thank you for reading this blog. If you would like further information about 360 degree feedback , please contact Lumus on 01291 637380 or info@lumus.co.uk

 

 

What’s new for 2013?

Whilst 2012 was a great year for Lumus360, with lots of opportunities to try new/ exciting things and the opportunity to work with over 20 new clients.

2013 will be even better …. here’s just a few things we’ve just launched:

Multi language 360 feedback – Our latest updates enable participants and their feedback responders to complete the whole 360 feedback process in their preferred language and for multi-lingual reports to be produced instantly

360 feedback software – We now lease part of the Lumus360 engine to medium and larger organisations, enabling them to fully manage their own people through the 360 feedback process at a fraction of the normal cost

Off the shelf 360 degree feedback  - A very cost effective and quick way to provide 360 feedback against one of our generic 360 questionnaires

360 degree feedback and coaching – The perfect solution for those who want to arrange for an individual to gain 360 feedback against a purpose built questionnaire and to be coached through their report

Staying at the forefront of online survey technology, 2013 will also see the introduction of our mobile friendly version and new user interfaces that will the upload of multiple feedback responder names instantly.

Wishing you the very best for 2013.

David

davidcooper@lumus.co.uk

Thank you for reading this blog. If you would like further information about 360 degree feedback , please contact Lumus on 01291 637380 or info@lumus.co.uk

 

 

Try this – it’s free, fun and will help you get your ideal Christmas present

Have you ever ended up with Christmas presents that you didn’t really want, or spent hours trying to find the right present for others?

If so, try our  Christmas Present Wish List  it’s free, fun and will help other people get the right present for you this Christmas – You simply, identify what you would like for Christmas and from whom, and the Lumus 360 survey software elves will ensure your message gets passed on.

 

Enjoy

All the best

David

davidcooper@lumus.co.uk

 

If so, try our Christmas Present Wish List it’s free, fun and will help other people get the right present for you this Christmas – You simply, identify what you would like for Christmas and from whom, and the Lumus 360 survey software elves will ensure your message gets passed on

 

Free – 360 Degree Feedback Questions

“You get out what you put in” 

 

Great 360 degree feedback questions are at the heart of every successful 360 feedback survey. If your questions are not ‘fit for purpose’, the feedback people  receive will not be as useful.

When designing 360 questionnaires we suggest you use a standard/ generic list of questions as a start point and then update them to match the specific expectations of managers within your organisation. The following (free) resources should provide a good start point:

• Questionnaire Design Tool – This simple and easy to use tool allows you to quickly identify 360 degree feedback questions based on those competency areas that are most important to your organisation
• Generic questionnaires:
• Executive Manager - 360 degree feedback questions for CEOs, MDs and those who have Executive or Board level responsibilities
• Middle / Senior Manager  – 360 degree feedback questions for managers who may need to work cross functionally, manage supervisors / team leaders, lead projects / change initiatives, manage budgets and ensure compliance with legislation.
• Team Leader / Supervisor – 360 degree feedback questions for team leaders and supervisors who lead and manage the performance of an operational team
• Lumus data base – A fantastic resource that contains several hundred 360 degree feedback questions – please contact me for a copy

Bye for now

David

davidcooper@lumus.co.uk

Thank you for reading this blog. If you would like further information about 360 degree feedback , please contact Lumus on 01291 637380 or info@lumus.co.uk

Intention vs Impact … Using feedback to get it right

Whilst we all set out to do a great job. I frequently see in the 360 degree feedback coaching I do, that people’s good intentions can come across in a way that has a different impact from what they intended.

I genuinely believe that without regular feedback, we can not gauge the bits that are working, those that are not and how to put right and make better what we do.

Applying these same principles to Lumus, we became the first (and only) 360 survey software  provider to ask everyone who completes one of our questionnaires to provide us with feedback on the process of giving feedback, and then instantly publish all of their 360 feedback comments  for all to see(!).

In addition to now being able to offer our clients ‘live feedback’ on their 360 survey tools, we have also used the information to make improvements to the Lumus engine including:

•  Adding an automated warning for when individual questions are missed
• Incorporating a bilingual facility for those preferring to complete questionnaires in their native tongue
• Making system upgrades to enable our surveys to be completed in all of the major internet browsers

If you would like a summary of the feedback left by those using your Lumus 360 survey, drop me a note and we will send it over.

Bye for now

David

davidcooper@lumus.co.uk

Thank you for reading this blog. If you would like further information about 360 degree feedback , please contact Lumus on 01291 637380 or info@lumus.co.uk

 

 

 

Replicating the 2012 Olympic spirit back to work

Like many, I have been amazed at the success of Team GB over the last couple of weeks and could not help ponder a few things …  ‘What is the learning – How do we take those winning components back into work and sustain them during these uncertain times?’

I was particularly struck by the obvious power of having a home crowd behind you – Almost all of our medal winners acknowledged the key role the crowd played in getting them to the podium. I heard one commentator describe it as “a legal performance-enhancing substance”. The crowds passion, encouragement, energy, belief, support and ‘willing’ of success, definitely helped create the right/conducive environment for our athletes to deliver some extraordinary results.

I also have the up-most respect and admiration for the 70,000 volunteers who gave up a minimum of 10 days annual holiday with no pay, expenses, or accommodation, to work very long days, often performing menial tasks in order to be part of delivering something very special.

Whilst I recognise, there were many factors involved in our athletes successes and the motivation of those who volunteered to help run the games -  The work I’ve done around leadership expectations over the last 10 years, drew me to the conclusion that maybe we should be expecting more from of our workplace leaders in relation to:

• Developing visions that are viewed as ‘something really special’ and can be embraced by all
• Truly inspiring and energising others to want to be part of delivering something that is great and meaningful
• Taping into peoples ‘inner drivers’ from where they will go well beyond what would normally be expected of them and achieve more than they thought was ever possible
• Genuinely encouraging, energising and ‘willing’ others to succeed Standing by people, celebrating their efforts and offering positive encouragement/advice, even when they don’t get the gold medal(!)

David

davidcooper@lumus.co.uk

Thank you for reading this blog. If you would like further information about 360 degree feedback , please contact Lumus on 01291 637380 or info@lumus.co.uk

 

360 degree feedback questionnaires – The shift towards business growth

Having supported hundreds of organisations over the last 12 years to develop their CompetencyFrameworks, I’ve seen various trends in relation to what organisations expect of their managers. The most recent (and very significant) shift is the increased expectation of managers at all levels to take a key role in prospecting, identifying and growing new business opportunities.

The question is …. Are your managers clear about what is expected of them in relation to growing the business? – Should your 360 Degree Feedback questionnaire/ Competency Framework incorporate business development behaviours such as:

 Setting the right team/ department climate:

• Fosters a climate that encourages the seeking of new business opportunities
• Constantly seeks to grow the business
• Uses an entrepreneurial approach
• Shares business intelligence
• Ensures their team know their product/service

 Seeking out opportunities

• Makes time for prospecting
• Actively looks for new business opportunities
• Pursues market opportunities
• Maintains a network focused on growth opportunities
• Uses networks to develop business leads

 Opportunities into action

• Converting business opportunities into profit
• Driving business opportunities into business value
• Is ‘deal’ focused
• Closes deals in a ‘win:win’ way; benefiting all parties
• Is systematic in their sales activity

If you need to develop a 360 degree feedback questionnaire then these articles will be of use:

• How long does it take to complete a 360 questionnaire?
• Questionnaire Design – Are we measuring the right things?

David

davidcooper@lumus.co.uk

Thank you for reading this blog. If you would like further information, please contact Lumus on 01291 637380 or info@lumus.co.uk