In this short video, Jo Ayoubi of Track 360 talks about how the team leader or coach can support a team member who has received unexpected 360 Degree Feedback responses.
I had a chat with a client a couple of weeks ago, who had someone in his team who got some unexpected responses in her 360 Degree Feedback. At first, she was not very happy about some areas, as she had rated herself more highly. So we had a discussion about how he could help her to understand and get more from this feedback.
Sometimes people can be surprised when their feedback is not what they expected. People might think the 360 is like an exam – which it isn’t. So if they don’t get one hundred percent, or amazing comments, they think they are not doing well.
That’s why it’s important for people to know that their 360 feedback is about their development, about what they can do better, and also what they’re doing really well! A good coach or manager
will be sure to point out the positive as well as any critical feedback.
Another problem can be when the person receiving the feedback doesn’t understand the skills or competencies that are in the 360 – or why these are important. So the team leader should be able to explain this in the context of that person’s role and development plans.
Finally 360 Degree Feedback is about people’s observations and perceptions, so even though she may not agree with them, her colleagues experiences are important, and the feedback
can be a great way for her to understand her own skills and competencies more fully.
The skill of the team leader is to help the team member understand and accept their 360 Degree Feedback report. By doing this, they can support that team member to do more of what she’s good at, and improve those areas where development is needed.