Coaching programs
A major use of our 360 degree feedback profiles is for coaching, mentoring and other development programs for managers and other Participants. [more on coaching].
Other programs take the opportunity of feedback to explore a deeper
understanding of how the team and manager operate together by
involving them in fast facilitated action planning (below). A
similar process is used with peer groups.
Supporting the manager
360 degree feedback has often been used just to provide managers with a document to digest. This is not our approach. Experience over decades has proved that if managers and organizations are to gain real benefit from the program, they must be supported. We therefore make available a full range of Facilitation and Coaching services that we can provide for you or that we can assist you to provide for yourselves. This approach ensures maximum benefit for the manager, and return on investment for the organisation. These services are described below.
Briefing and Debriefing
The Initial Briefing
The program facilitator or coach explains to Participants (usually managers and, where possible, their respondents) the principles of the 360 Facilitated® program, its relevance and its value to managers and to the organization, and how it will operate. This ensures that participating managers have a thorough understanding of the process before it starts, have trust in the process and the facilitator, and can prepare themselves to receive the maximum value. It also builds trust with the respondents and helps them contribute in a meaningful way.
The Debrief
The Debrief provides Participants with the opportunity to meet with their facilitator or coach to discuss the 360 degree feedback, its implications and their reactions to it. It is also the time for them to explore any concerns they may have and to start planning for what comes next. This can be conducted individually or with groups.
The Team Session
Our unique process of Team Facilitation has developed from our long experience with focus groups and Accelerated Learning. Led by the Facilitator, it provides a structured process that:
- Allows all those who contributed to 360 degree feedback to appreciate the manager's strengths and where the team is working well. It helps everyone reach a shared understanding of the topics, opportunities and issues that may exist
- Identifies central topics and issues for discussion
- Brainstorm/maps innovative options and solutions that will extend and improve how they work together, and gain maximum benefit from the shared knowledge and capability of manager and team
- Creates Action plans together with full 'buy-in' and commitment
(a parallel methodology is used with peer groups - see below).
The overriding aim of the Team Session is to build a culture of contribution through appreciation, open communication, sharing of ideas for improvement and learning, and increased delegation of responsibility where appropriate.
Team Facilitation - adding value
After the manager has outlined the topics suggested by the profile, they leave the team to discuss these in their absence. The aim is to bring about real change in how the manager and team work together, their openness and the overall dynamic of the group. It must be noted that team and manager are effectively engaged in development on-the-job. The process uses our highly refined methodology to offer appreciation, locate central topics, and to produce creative solutions and agreed action plans.
The experience is highly rewarding to the manager in that it enhances how s/he works the team and develops a greater sense of morale and unity for all. It is also very rewarding to the Facilitator leading the program when they understand the real workings of the group and can help them generate a wealth of ideas to bring about real change and improvement.
It
follows that the quality of the facilitation is
the critical ingredient in working through the Team Session. A
skilled Facilitator and a carefully structured process are
required in order to gain the confidence of both manager and team
members, bring out the central topics and issues that matter to
them, and lead on to action plans that are fully supported and
implemented by all. These plans often include increased delegation
to the team, and improved ways to operate. We provide programs to
accredit Facilitators for this role. [more on Accreditation]
Peer groups
Working with Peers is our second option and is best used as a follow-up to team facilitation. Nevertheless it is a powerful means for change when facilitated at its best. Our methodology gives maximum appreciation to each Peer and gains cooperation in resolving any difficulties that may exist for individuals or for the group.
When some cultural preparation is required, we may prefer to start with this 'second option'. [more on Peers]
Ongoing Coaching
To help Participants maintain their focus on issues or learning needs that come up in the feedback, we recommend ongoing follow-up or coaching on a regular basis, usually monthly at first and then quarterly. The first meeting typically centres on building or refining the action plan so that Participants have clear goals to work towards.
These services can be provided by our facilitators or by yours. We have a network of accredited and experienced consultants in many countries, or we can accredit your people to deliver the program. [more on Accreditation]