Bringing the 360° assessment tool to life
The 360° assessment, based on the leadership qualities framework (LQF), is a powerful online aid designed to help managers identify their leadership strengths and development needs through coaching.
It uses confidential feedback to produce a report providing insights into how your leadership behaviour is perceived by your managers, peers and the people who report to you.
We asked two colleagues at Care Management Group (CMG) and one of the 360 coaches to talk about their experiences.
A partner perspective: Sarah Evans, director of human resources, Care Management Group
“This is the second year that Care Management Group (CMG) has used the LQF 360° feedback process as part of the appraisal system. As an organisation, we want to embed the competencies outlined in the LQF which highlights the importance of a reflective and coaching culture, where people are encouraged to continually look for ways to develop both themselves and their service.
“The information from the 360° feedback process has given people the opportunity to get feedback from a wider range of perspectives. This has then been used to produce a meaningful development plan for an individual’s appraisal and has allowed for valuable conversations to take place with their manager. As CMG has gone through the process twice it has allowed people to measure whether they have made improvements in their performance.
“The report received gives each individual scores against a range of competencies, so it is clear to see where someone is performing particularly well and the areas that may need development. The competencies focus not just on whether an individual achieves tasks, but on the management style that they use to empower others. This means that the questions really focus on how well an individual is able to lead a team and where they would benefit from developing.
“In the first year of using the 360° feedback process, each manager was allocated an external coach who spent an hour with them going through the report so that they understood it, and gave support and challenged where necessary. Managers were encouraged to identify three things that they wanted to include in their appraisal development plan which they took to their appraisal meeting with their manager. Feedback from these sessions was excellent as they were able to really focus on what they wanted to develop over the coming year and how they might go about doing this.”
The coach perspective: Christine Fogg, associate consultant, National Skills Academy for Social Care and Skills for Care
“It is widely accepted that the benefit an individual gains from a 360° review process is greatly enhanced if they are given their feedback report in the presence of an independent, professional coach. I was one of a team of three coaches who each worked with over twenty managers and leaders at CMG, exploring the report outcomes, offering guidance on interpreting the data, providing space to reflect on the findings and supporting the individual in beginning to form their personal development plans.
“For most of the managers, this was their first experience of an independent coaching conversation and all managers were very engaged with and made effective use of the opportunity. I was in a position to bring objectivity to the report findings, notice the wider interpretation possibilities within the report and ensure attention was paid to strengths as well as any challenging or unexpected feedback. Common themes emerged around confidence, holding the leadership role and having a leadership presence. Many managers had transitioned with the organisation, often from a frontline caring role, and were finding their feet as leaders. Having the space and time to focus on this change appeared to be significant and of value when thinking not only about their pending appraisal, but also their personal goals and career ambitions.
“Feedback on the independent coaching aspect of the 360° was highly positive. As a coach, it was a privilege to work with a group of committed and receptive leaders and tremendously satisfying to see how quickly and enthusiastically the staff made use of the opportunity to reflect and review.”
A participant perspective: Amanda Sharp, regional director, Care Management Group
“My first 360° feedback enabled me to target areas of improvement which were highlighted through my feedback. Initially I was anxious as I thought people would be picking out all of my faults, as generally people can do this, but it was an amazing experience and enabled me to get a great overview of how I present myself to others.
“Through careful feedback I was able to see where I could make change and develop my skills, which started with recognising that I am my own worst enemy in relation to criticism which was holding me back. Once I recognised this, I was able to tackle it and that then enabled me to gain the confidence to apply for the regional director post - I was successful and I have been performing the role for two years.
“I found the whole experience invaluable for my development. It has enabled me to develop not only my work but also my personal life, improving relationships and experiences on a day-to-day basis. With all of this experience I can now reassure my managers when undertaking 360° assessment, and encourage them to take the feedback as a positive appraisal of them as individuals. “
For more information on the 360° assessment click here
Content on this page is produced and controlled by Skills for Care, sponsor of the Guardian Social Care Network leadership, learning and development hub
