Making your 360 feedback work
360 Feedback designed for people in healthcare.
Use ready to go question sets for clinicians and leaders, or create a bespoke question set mapped to your own organisational values or behaviour framework.
The pace and pressure of healthcare makes finding time for any development activity challenging, so it’s important to pick the things that will be most impactful.
Unlike a psychometric, 360 feedback is drawn from a combination of the views and feeling of those you work with day in day out. This is incredibly powerful and difficult to ignore. It provides both individual and organisational learning and helps to hone where further CPD activity will be most beneficial.
Lynda and the Health Service 360 team have been using 360 feedback to aid development for over a decade. We understand the culture, the pressures and the constraints faced by clinicans and health leaders.
The platform and process are flexible enabling you to create a 360 feedback system where you choose how much help and support you need.
The team can support you with project administration, questionnaire design, coaching and facilitation of team learning from organisational themes.
1. Planning
Things to consider:
- Organisational objectives
- Pre 360 communication
- Reducing fear & creating trust
- Asking the right questions
- Realistic timeframe
2. Collection
A good system is:
- Easy to use
- Flexible
- Includes scored & free text questions
- Provides clear simple reports
3. Feedback
A supportive environment to:
- Explore responses
- Identify individual themes
- What helps and hinders
- Identify possible actions
4. Learning
Feedback themes identify:
- Organisational culture
- Team strengths and development needs
- Untapped talent
- Focus for CPD
360 Feedback Report
- Spider graph
- Detailed scored feedback
- Free text comments
- Highlight & Low lights to help identify themes
360 Feedback – done your way
The Health Service 360 team will support you to run your 360 programme in the way that works best for you.
FULLY ADMINISTERED SERVICE
You send us names and emails for the people you want to have 360 feedback, we do the rest – the chasing, the information collation and report downloading
USE YOUR OWN QUESTIONNAIRE
Map your 360 to your own organisational values or competency framework, we’ll build the question set, test it on the system and you’re good to go. If you don’t want to build your own, don’t worry there are a number of ready to questionniares designed for healthcare.
BRANDED MICRO SITE
If you want your own look & feel opt for a branded micro site. The platform your people use, the questionnaires and the feedback reports are all branded – you provide your artwork and colours, we do the rest.
Coaching and Organisational Development
Having the space and time to explore your 360 feedback objectively is critical to getting the best from the process. Most people benefit from have an experienced coach to discuss their feedback with. It helps you get clarity around both the themes emerging and your most impactful next steps.
1:1 FEEDBACK COACHING
In some circumstance, and particularly for senior leaders, using an external coach to facilitate 360 feedback is the best otion. All of the Health Service coaches have post grad level qualifications in coaching, they are used to using 360 feedback as a base for development conversations and have experience in the health sector.
GROUP FEEDBACK COACHING
For some teams and professionals, small group coaching provides a more cost effective way of ensuring your people get the best from their 360. These are sessions are usually run over 2.5 hrs for a maximum of 6 people.
FACILITATOR TRAINING
If you are running a larger 360 programme you may want to build internal 360 facilitation capability. Investing in a facilitator development programme enables you to grow a body of 360 facilitators. the programme is ideal for L&D professionals and managers with some experience of appraisal conversations, as well as those wanting to develop their coaching skills.
ORGANISATIONAL DEVELOPMENT
There are a number of ways to ensure your organisation benefits from the themes emerging from your 360 process. Management reports give you and insight into the data, the behaviors and the things – both good and developmental, that you need to pay attention to.
TEAM LEARNING FROM 360
This is particularly valuable for senior leaders. The facilitated conversation focuses on understanding organisational culture and themes identified in the 360 process, where they might serve of hinder hte organisation or team and what the group will action based on the feedback.
