360 Degree Feedback Recipient Guidance Notes

							 360 Degree Feedback
Recipient Guidance Notes




                                             Prepared by
                                          Carol Rothwell
                           1-b Fauconberg Road, Chiswick
                                         London, W4 3JZ
                                      Tel: 020 8987 0202
                                      Fax: 020 8987 0204
              Email: carol.rothwell@rothwelldouglas.com
                                          The process

This 360 degree process has been designed to provide you with feedback on your current
performance at work with reference to the 12 general competencies identified by the
Modernising Leadership Model.

It is called a 360 degree feedback process because it incorporates self and colleague assessments
with top-down, sideways, and upwards perspectives. The aim is to provide you with a more
rounded picture of the extent to which your work colleagues see you demonstrating the
behaviours that are key to your personal and leadership effectiveness.

The objective of this feedback is to help you in your personal development planning by providing
you with both positive and constructive information about how you judge your own performance
in comparison with how a sample of your colleagues view you. This requires a variety of people
with whom you work on a regular basis to comment on the things they see you doing. Access to
this kind of information can provide a very valuable and sometimes revealing view to focus on
your future development.


                                      Gathering the data

The feedback data is gathered by means of questionnaires answered by respondents that you
nominate. These questionnaires are accessed, answered and processed online via the Internet.
An updated feedback report is generated immediately. The feedback process is confidential.
Access to the various questionnaires and the report is codeword protected and only you and your
facilitator will be able to view your report. Codewords can be obtained through your 360 degree
programme co-ordinator or directly from kristin.davies@rothwelldouglas.com. The
questionnaires are simple to complete. Clear and comprehensive guidance is provided online.
The web site address is:

                            www.rothwelldouglas.com




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                                       Choice of respondents

You will need to select between 8-12 respondents (including yourself) to provide you with
feedback. To get the most out of the feedback process it is important that you consider
carefully who is best placed to give you that rounded view. You need to nominate colleagues
who can provide you with some valuable insight. One of these should be your line manager, and
it is recommended that you discuss with him/her who else would be best placed to complete the
questionnaire. When making your choices use the criteria listed below to generate a rich mix of
respondents.

        Step 1: nominate only those colleagues with whom you interact on a regular basis (if
        possible they should have worked with you for at least six months).
        Step 2: think about 3-4 colleagues who fit each these criteria
                 Close colleagues who really know you well
                 Colleagues who are in roles/positions which are critical to your success
                 Colleagues you have difficulty working with
                 Colleagues you have mixed feelings/views about
                 Colleagues you admire who are recognised for their ability as leaders
        Step 3: check that where possible you have identified colleagues from each of these
        hierarchical categories

                             Respondent 1       Respondent 2      Respondent 3      Respondent 4
Line manager
Senior colleagues
Peers
Direct reports
Subordinate colleagues
Other




                                       Advice to respondents

You will need to check that your respondents are willing to take part in this process before you
nominate them. It will be important to brief them on:
        The reasons for seeking this feedback
        The confidential nature of their feedback
        Timescales and deadlines for completion of questionnaires
        Access to the questionnaires will be sent to them via email with a link to
        www.rothwelldouglas.com
        For support or queries to view our FAQ page on www.rothwelldouglas.com or contact
        Kristin Davies on kristin.davies@rothwelldouglas.com or Tel: 020 8987 0202

Once the process has started we will provide you with regular progress-updates, if necessary you
will need to chase any outstanding respondents as the deadline draws closer.




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                                 Arranging feedback session

Your 360 degree feedback report may be difficult to interpret accurately. To assist in this
process the organisation has built up a pool of senior managers trained in facilitating the
feedback process. It is essential that you obtain the name of a suitable facilitator from your
programme co-ordinator at the start of the process and arrange a feedback session to take place
once your report is completed. You will be responsible for making sure your facilitator has a
copy of your feedback report in advance of your feedback session. To get the most out of this
session you will need to prepare in advance using the feedback preparation forms provided.


                                   Preparing for feedback

   The 360 degree feedback meeting provides the opportunity to use your 360 degree feedback
   report to explore your strengths and weaknesses with a facilitator and agree suitable next
   steps for your development. It is beneficial to view the meeting as a beginning rather than
   an end, as the responsibility for your real development lies with yourself.

   Your 360 degree feedback report contains a lot of information concerning how you and other
   respondent groups rate your demonstration of the behaviours that make up the
   competencies that are key to success.

   Remember that this feedback report covers all 12 competencies. In your development
   planning you are advised to focus on between 5-7 key areas. You will need to ensure that
   you keep your primary focus on these areas, without necessary ignoring messages from
   elsewhere.

   The information is represented graphically and includes written comments made by different
   nominated respondents. There are five sections to the report: overview, in-depth analysis,
   respondents’ comments, strengths, and development needs.

   This document is designed to help you prepare for your 360 degree feedback meeting, by
   guiding you in identifying the key themes and issues in your feedback data. Completing this
   document in advance will help you make the best use of time and enable you to gain the
   maximum value from the interactive feedback meeting.

   The 360 degree feedback meeting is expected to take between one and two-and-a-half
   hours. However you will find that the time literally flies by as you investigate your
   development opportunities with your facilitator!




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