Spring Newsletter 2008
In this issue
We pick up our 360 theme again from last Summer with two articles about 360 feedback programmes. The first outlines the value of applying 360 in 'high-stakes' applications with practical tips on how to ensure valid and unbiased reviews in this environment. The second offers some guidance on how to use the feedback from a 360 review to best effect - both personal and for the organisation as a whole.
Current 360 research appears woefully out of date and so we are embarking on a new research project and we would like to invite you to join us. We are also developing assessments to identify up and coming individuals with management potential. This assessment could be free for you to use in your organisation - find out more below.
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 ian.lee-emery@head-light.co.uk.
Applying 360 feedback in 'high-stakes' applications
As
an assessment strategy, a 360 degree review is increasingly being used as
part of other 'high stakes' Talent Management processes including
performance management, succession planning and selection for promotion.
However, to do so successfully requires some important controls to be in place to prevent and eliminate collusion and bias. In this context, the review also needs to be seen to be fair and transparent to all. We outline some of these controls and how a correctly implemented 'high-stakes' 360 can bring about benefits for the individual and the organisation that are hard to find anywhere else.
Read our article here.
Acting on the feedback from a 360 review
In addition to offering a framework to help individuals interpret and take
action on the feedback from a 360 using a 'JoHari Window', this article also
shows how an extended use of 360 feedback can help the organisation work on
strengthening its weaknesses and evaluating the impact of its training and
development programmes.
Up-gunning your 360 programme also has implications for your 360 systems and processes. Read our article here.
Join our 360 research project
According to HR Workbench back in 2005,
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Over 20% of organisations are not providing any facilitated feedback to individuals following a 360-degree review,
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85% of organisations miss the opportunity to drive behavioural change through tracking changes in behaviour over time,
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over 50% of organisations do not produce any non-individual reporting that can be used for organisational development or further analysis.
We think it would be valuable to be able to share a more up to date picture of current practice and so we are planning to conduct a UK-based research project to update these statistics, to investigate further into the causes and consequences and to capture and share current best practice in these areas.
Contact us here to register your interest on our Information Request Page by selecting 'Contact me'.
Identifying employees with management potential
Would your organisation be interested in having free access to a simple,
on-line assessment which you could use to identify employees with
management potential? We are looking for companies to contribute to
development by providing access to a sample group of recently
appointed first-time managers.
Please contact us here to register your interest on our Information Request Page by selecting 'Contact me'.
Other news
Career Planning @ Hertfordshire Constabulary
We are pleased to be able to continue our work with Hertfordshire Constabulary, this time developing a career planning tool to help both staff and officers plan their careers more strategically. Drawing on the Skills for Justice Integrated Competency Framework, National Occupational Standards and a role preferences self-assessment, individuals will soon be able to identify future career options and plan their development to position themselves as potential candidates.
Let us know here if you would like to know more about this project.
Past articles
The following articles featured in earlier newsletters are also available on our web site:
Choosing your assessment strategy - which assessment instrument?
Keys & Eyes - designing 360 questionnaires that will really tell you something
Positioning 360 - creating 'pull' from the business for a 360 feedback programme
Introducing a 360° Review - Keys to success
What 'good' looks like - finding a consistent way to describe it
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