Considerations in the feedback process include the following.
The initial briefing
The survey program begins with a full briefing to managers and, where possible, their respondents. This covers the ethical principles of the 360 Facilitated® program and the value it offers to managers and the organization, and how it will operate. This ensures that participating managers have a thorough understanding of the process before it starts, have trust in the process and the facilitator, and can prepare themselves to receive the maximum value. It also builds trust with the respondents and helps them contribute in a meaningful way.
The debrief provides Participants with the opportunity to meet with their facilitator or coach to discuss the 360 degree feedback, its implications and their reactions to it. It is also the time for them to explore any concerns they may have and to start planning for what comes next. This can be conducted individually or with groups.
The team session
Our unique process of Team Facilitation has developed from our long experience with focus groups and Accelerated Learning. Led by the Facilitator, it uses an Appreciative Inquiry approach to appreciate strengths and build morale, resulting in innovative solutions that arise from the knowledge and capability of the group. Action plans obtain full ‘buy-in’. A similar methodology is used with peer groups – see below.
The overriding aim of the Team Session is to build a culture of contribution through appreciation, open communication, sharing of ideas and learning, and increased delegation of responsibility.
Team facilitation – adding value
The quality of the facilitation is the critical ingredient in working through the Team Session. A skilled Facilitator and a carefully structured process are required in order to gain the confidence of both manager and team members, bring out the issues that matter to them, and lead on to action plans that are fully supported and implemented by all. These plans often include increased delegation to the team, and improved ways to operate.
Working with Peers is generally used as a follow-up to team facilitation. Our methodology promotes maximum appreciation among the managers, and gains cooperation in resolving any difficulties that may exist for individuals or for the group.
To help Participants maintain their focus on issues or learning needs that come up in the feedback, we recommend ongoing follow-up or coaching on a regular basis, usually monthly at first and then quarterly. The first meeting typically centres on building or refining the action plan so that Participants have clear goals to work towards. These services can be provided by our facilitators or by yours. We have a network of accredited and experienced consultants in many countries, or we can accredit your people to deliver the program. Accreditation & Support.