360° performance review for senior staff, managers and emerging leaders

Uses feedback from approximately six to twelve people, including an employee self-evaluation, to provide a comprehensive look at an employee’s efficiency, productivity, contributions and work behaviour

Minimum of six staff members

360 Performance Review – We know from extensive research that successful people have strong personal qualities, they can work well with others and therefore have good effective interpersonal skills, they are analytical and are confident to take risks and so are able to solve problems successfully and they have the underlying characteristics that define leadership. 

We use these four areas of competence to analyse individuals and their qualities, strengths, gaps to be filled and blind spots.  This analysis then forms the basis of coaching interaction and training to support personal and professional development.

A powerful process that provides the basis for defining what individuals need to focus on as part of a well planned CPD programme for senior staff, middle managers and emerging leaders.

We use a questionnaire that has questions linked to the each of the four sections highlighted in the diagram above.

Each question requires the participant to score themselves on a 1 – 5 scale. 1 = Not at all and 5 is always.  We also include some open questions that require a comment.

We are looking for three main characteristics that are incorporated into the questions being asked and these include the frequency with which the individual is seen to act, their competence in performing certain tasks and their effectiveness in how they achieve positive outcomes as part of their role within the organisation.

There is a clearly defined process that includes a coaching conversation for each of the participants. This process is as follows:-

Read: we present the findings from the 360⁰ review once it has been analysed and includes raw scores, percentile scores and specific positive feedback obtained through the responses to some of the questions where a comment is invited.

Reflect: We provide a model which is a framework where individual participants can reflect on their own strengths and how they can define their own learning journey that will add to their strengths and help them to achieve their specific goal for the future. This is a very important step in the process and requires time and an opportunity to have a conversation with a coach ideally from Learning Cultures.

Plan: Each participant should have a clear set of priorities for development that are specific, measurable, achievable, realistic and time related. This is underpinned by the coaching programme that allows each individual participant to develop and grow as emerging leaders and gain the skills of a coach.

Execute: This is the most important part of the process. There is an imperative to ensure that individuals are able to work towards achieving their goals with regular opportunities to reflect share their successes, areas for improvement, barriers to success, ideas and solutions.

Undertaking the 360⁰ review

All of the above can be conducted as a virtual process.

We are looking for three main characteristics that are incorporated into the questions being asked and these include the frequency with which the individual is seen to act, their competence in performing certain tasks and their effectiveness in how they achieve positive outcomes as part of their role within the organisation.