As a leader or member of a leadership team are you getting the feedback you need?
It can sometimes come as a shock when we discover issues or concerns that have been simmering away unnoticed. How can this be?
Well we all have our blind spots. But that’s not all, few organsations have routine or effective processes for circulating feedback. As a result, feedback on management and leadership performance may be ad hoc, or worse, withheld due to concerns about the impact on working relations.
360° feedback is a structured process which addresses this problem. It provides a safe platform for feedback on a comprehensive range of management and leadership practices. The key issues arising from the feedback are followed up with a facilitated discussion which includes all those who contributed to the feedback
We all know that feedback provides a powerful stimulus for personal and professional development. In fact every day we receive feedback of one sort or another in response to our actions or lack of them.
But we don’t necessarily welcome all feedback, indeed we sometimes ignore it, dispute it and even rail against it as wrong or unjust. Often it is simply the manner in which feedback is delivered that elicits a negative reaction.
The 360° feedback process described below is designed to ensure a broad spectrum of feedback can be gathered while minimising the risk of defensiveness on the part of the recipient.
The feedback for organisational leaders and managers covers a comprehensive range of leadership and management practices against which various stakeholder groups (staff, peers etc.) contribute their perceptions in terms of their needs.
A specialised survey has also been developed to address leadership performance against the professional standards of the Australian Institute for Teaching and School Leadership (AITSL).
The Power of Feedback
Learn from the people who know you best!
This structured Leader/Manager 360° feedback survey compiles information from your supervisor, peers and staff to identify what you might do more of, less of or just keep doing ‘as now’ to improve your effectiveness in your role. By completing the survey yourself you will compare your self perceptions with those of others, making this a highly effective tool for professional development.
The Leader/Manager 360° feedback survey is delivered by Leaderskill® who have also developed At My Best for professional development in the education and government sectors.
This approach builds on the work of Peter Farey – Mapping the Leader Manager.
360° feedback for School Leadership
A school is a highly complex environment that may present challenges for the most experienced leader.
A key to success will always include the development of a leadership team together with a culture of learning amongst all staff.
By reflecting on the AITSL standards staff and team members become engaged in co-creating a leadership culture across the school.
The Leader/Manager 360° feedback survey is also included for school professionals.
Contact me to discuss how this process can work in your school.
Stages involved in conducting the 360° feedback
While the process can always be modified to suit the needs and circumstances within any group or organisation, I recommend a process which provides maximum engagement and impact for everyone involved.
This would typically include the following five stages, read more…:
- Getting started
An opening discussion with the participant to receive feedback
The selection of respondents who will be giving feedback
A preliminary timetable
Preparation for the meeting with all respondents
- Introducing the process to all the respondents
An overview of the process and principles
Addressing questions and concerns
Login details to online survey sent to participant and respondents
- Online surveys
All respondents and the participant complete the online survey(s)
Data aggregated and compiled and sent to the facilitator
The facilitator conducts an individual debrief with the participant
Preparation for group debrief
- Group debrief on survey results
Summary of survey data shared with all respondents
Key questions / themes shared by participant (who then leaves meeting)
Respondents reflect on survey results and discuss key themes
Participant returns to the meeting and priorities for action are identified
- Developing Action Plans
The participant prepares professional development plan based on the survey findings
Respondent groups consider their own action plans in support of shared priorities
Accountability process and review cycle agreed