Do 360 degree feedback models offer valuable insights or reinforce previously held inhibitors ?
The concept of the 360 degree feedback model has been used extensively over the past 50 years. The foundation of the 360 degree model goes back to the work of Joseph Luft and Harry Ingham. In 1955, these two psychologists created the Johari Window model, for personal use and corporate application. “Their focus was to improve an individual’s understanding and insight into themselves and also to improve understanding and communication between individuals; in the interest of improving relationships between them. From this they developed the concept of 360 degree feedback.” edgetrainingsystems.com (2020).
The concept of this model has been developed even further and today there are a range of models available including in-depth psychological 360 profiling models, customised 360 questionnaires, informal 360 questions and feedback. In addition, there is an extensive range of topics covered in these models from leadership types & styles, communication effectiveness and emotional intelligence to name but a few.
Given such an array of tools to choose from how does a coach, tasked with implementing a 360, choose the right model? How do they follow up with effective coaching to serve the needs of the coachee ? Additionally, from an organisational perspective, how can implementing 360’s for individuals or teams be cost effective and offer an opportunity for improvement, lasting change and a return on investment ?
Some considerations for coaches to help limit and erode coachee inhibitors.
To be truly effective a 360 is not a quick fix, and should not be used in a vacuum; rather it should form part of a medium to long term development plan.
Benefits of a 360 to enable insight to occur.
Last but not least ! ……. making sure all aspects are covered at the contracting stage with the relevant coachee, sponsor and stakeholders to ensure a seamless coaching experience, will enable a beneficial and insightful experience for the coachee.
Sue Brown is an accredited Senior Practitioner with EMCC UK and approved DiSC trainer, including Disc 363 for Leaders. Sue is passionate about people being the heart of business and has over 20 years’ experience leading and coaching corporate teams and is the Founder of Smart Coaching UK. Sue develops and implements leadership programmes for high potential candidates and senior management teams.
Sue is also a Business and Leadership Mentor for EMCC UK for newly qualified coaches and also an Accreditation Mentor for EMCC Global. Sue recently led the project team to update and re launch the Mentoring Programme for EMCC UK members.
Read more blogs about Leadership: Return on Investment vs Return on Expectations… which is right when evaluating coaching or leadership development?
+ 2 more
Qualified, Accredited Coach, supporting organisations, leaders & coaches to transform & grow.