Autumn Newsletter
In this issue
We continue our theme of 360 feedback and build on the ideas in the June article of 360 best practice (go to the original article here). Specifically we are exploring the application of competency frameworks in this context and the concept of ‘Keys & Eyes’. For those of you interested in how to engage the business in a 360 feedback programme, we have eight questions we think you should find answers to before embarking on such a programme.
We are pleased to announce the availability of a major new release of our Talent 360 software – this is not your run of the mill web-based questionnaire software, but something we think is a bit special.
November 2007 is a month to celebrate at Head Light Communications. We are 3 and have successfully negotiated the terrible twos! We also actively looking for new people to join our expanding team. Please see our Join the Team pages for more information.
On a personal note, I'd like to thank you for your support for a good cause, and I did indeed complete a half Iron-man distance triathlon - in some 5hrs and 17 (long) minutes, raising over £600 for charity in the process!
We hope you enjoy this newsletter and if you would like to discuss any items within it, please contact me, Ian Lee-Emery, on 0845 054 2364 or 'reply' and your note will find its way to me.
Applying competency frameworks in 360 feedback
We would like to share with you our thoughts on how to make competence frameworks a more relevant and useful basis for 360 feedback. Avoid asking stock questions from a stock competence dictionary which often leaves everyone wondering how to action the feedback.
It is possible to make your 360 feedback process more valid and insightful. Here we share with you our concept called Keys & Eyes and we are sure that you'll agree, that this is the way to go with 360 feedback programmes. Read our article here.
Engaging the business in a 360 feedback programme
360 feedback is a programme that really shouldn't be owned by HR - it is so close to the business and 'the line' that to folks in HR this is obvious. Help your organisation to see this for themselves with our top tips on how to get the business to own the 360 feedback process.
If you can set up the 360 feedback process this way, you will be able to focus on the important bit - facilitating and coaching those involved to design and action development plans. Read our article here.
Talent 360TM
We are pleased to announce the availability of a major new release of our Talent 360 product. It incorporates all of the latest thinking in 360 (not found in many other systems), including all of the concepts that we have shared with you through these news letters.
Talent 360 is available as either a 'no hassle' hosted application or as software for installation in your IT environment. There are also a number of commercial options to suit all budgets.
Download our new brochure here or contact us for more information here.
Other news
Human Resources - Dedicated web site area
We have pulled together a set of products and services specifically designed for HR professionals acting as 'change agents' in their business. Want some practical help?
Come and see how we could help you make a big difference here.
Past articles
The following articles featured in earlier newsletters are also available on our web site:
Introducing a 360° Review - Keys to success.
Appreciative Inquiry - a technique for extraordinary results
The cost of e-learning - key principles for pricing bespoke e-learning programmes
Internal Selling - the challenge for HR
Motivation to change - dealing with different attitudes to change
Competences & business planning - developing competence to deliver a business plan
Web Site Resources
If you didn't make it to our site last month, here's a reminder of the resources that are available to you, with our compliments:
Change Management Health Check Tool
Communications Health Check Tool
Executive Briefing on Situational Judgement Tests
If this newsletter is the first you have seen, past issues can be found on our web site in Media Activity.