CULTURE, CHANGE AND PREPARING A SURVEY    

Culture

Culture and values are ultimately displayed by what people do. The Leader/Manager Model is a holistic model, so it is not surprising to find that organizational culture and values can be easily mapped onto the framework. It also means that a Leader/Manager program, as well as showing the degree to which we 'walk the talk', also suggests to managers what they should do to make this happen. When the program repeats, it gives a measure of the changes that have occurred (see articles).

Why change?

The organization that is not changing at least as fast as its environment cannot maintain success in the long-term. The prerequisite for success is a Learning Organization, one that is in continual proactive change. Success depends critically on a culture of change, and that requires openness, positivity, the opportunity to contribute, an understanding of self and others, alignment of vision and goals, and continual learning.

360 Facilitated^® is a form of 360 degree feedback that aims directly at creating a culture of contribution in which people are encouraged and able to contribute their ideas and their effort. This provides the mechanism for proactive change. At the same time it helps managers and team members learn about themselves and one another while at the same time learning directly about leadership (the future) and management (the present).

A program of 360 Facilitated^® has the capacity to involve everyone in communication and learning across the entire organization while at the same time resolving problems as they arise. It provides the information required to implement change and to design a highly relevant program of learning and development, coaching and mentoring for managers - and teams.

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Organizational Development and Culture Change

360 degree feedback is a critical part of the process of organizational development. 360 Facilitated^® aligns the people in the organization with its strategy. It can overcome the tensions and divisions left behind after rapid change, or the problems associated with mergers. The inputs and outputs that may be expected of a program are shown below.

Preparing the Culture for Feedback

In some situations where there may be apprehension about a program of 360 degree feedback, preparation can be required, an introductory process may be necessary. Among the options we provide are:

1. A detailed briefing to introduce the program to the organization, participating managers and their respondents
2. Using the Self-Feedback Profile. Individuals use this to assess where they have development requirements, and can request the necessary support before going further
3. The Team Profile can be used as a starting point in an organization where there has been little previous performance management
4. The Peer Profile is another option to improve how the management team works together, and assess the benefits they might obtain from requesting feedback from their direct reports [more on teams].

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Questions to ask first

Please contact us for a full discussion (by telephone or email) of how best to set up your survey. Great benefits to flow from our programs and will do all we can to assist you in making this happen. The main topics to consider first are:

1. What are your aims and expectations?
2. What are you able to measure - the Return On Investment - ROI (see below)
3. Where will you start? The Head of an organization or autonomous division gives you the best chance of success, but a pilot program is also possible. You can start with volunteers but never with a "problem manager" because this would stigmatise the program from the start and probably not help the chosen manager
4. What is the organization's culture - is feedback resisted or welcomed, are mistakes punished or handled positively, are managers competitive or cooperative...? [more]
5. What is the best profile to use (there is a suite of profiles)? [more]
6. Will customising be necessary?
7. Will you facilitate the team response? If not, it is essential that the managers be given support in dealing with the feedback. To leave managers without coaching/mentoring or other development is to greatly limit the benefit of the program and can in many cases be counter-productive.
8. Will you use an external facilitator or coach? Or will you accredit your own?

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Return On Investment

360 Facilitated^® has the potential to impact many areas of your organization, with measurable and possibly very large effects on revenue and costs. Prior agreed measurements give you a way to prove that your program has impacted the organization and earned significantly more than its cost.

What are your expectations? This form of 360 degree feedback program will have an effect on productivity, quality measures, even absenteeism. Do you have measures in place that will demonstrate this? If you would like to discuss possible performance indicators, please contact us.

Assess your organization's readiness?

If you would like to assess your organization's readiness for a 360 degree feedback survey of any kind, use our free tool to consider the factors involved. [assess now]

Levels of Accreditation

Skilled facilitation is a pre-requisite for success, experienced consultants (internal or external) are necessary. [more]

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Profile format

To review our most used 360 degree feedback profiles, click here

To learn more about the format of our profiles, click here.

Administering surveys

Through the Consultant Control Centre (CCC) Facilitators/Consultants are able to set up, monitor and manage 360 degree feedback surveys, and have the capacity to immediately print high quality PDF profiles. We fully support them in this process to ensure that they gain maximum benefit from each Survey.

In most cases Participants (managers or others) receive passwords to access the website, and set up and email their Staff, Peers and 'Bosses' as required (or we can bulk email). Respondents find that input is fast and very user friendly. Participants monitor as questionnaires are completed. Facilitators can also take over the role of selecting and emailing Respondents and monitoring input.

When required, Survey questionnaires and/or instructions can be tailored to meet client requirements. We provide full email and telephone support.

Partnering & Mega Planning

Our clients in Australia and NZ are in both private and public sectors, including a major Australian Graduate School of Management. Programs extend to South Africa, Middle East, India, Canada, UK and USA.

In a world in which many organizations are considering their responsibility to society and the environment, the Leaderskill Group is an ethical company whose Vision (in our Mega Plan) states that we seek to help "create a better future in which all can share ", and this influences all of our activities. We build partnerships with organizations that we believe also aim, in their own way, to contribute to that better future. It follows that our success depends on the success of our partners. We can discuss with you your aims and suggest the best means by which you can achieve them. In order to get beyond the elusive aims of "Corporate Social Responsibility" we have developed Start-up Mega Planning as the simplest possible way to measure and achieve progress in this area. We can assist you to develop your own Mega Plan if you wish [More on Mega Planning].

Fee structure

We keep our fees to a moderate level and this allows you to begin with a small outlay. Fees also depend on the scale of the program you are designing. We offer reductions for educational and community organizations, and take into consideration regional factors and currency exchange fluctuations.

Preparing a survey?

To discuss the type of 360 degree feedback survey that would best meet your needs, or any other survey, please contact us (no obligation).

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Further information

A great deal of information is available free on this website by checking: articles

Balanced Scorecard Plus and Mega Planning
If your interest extends to integrating your survey within a full strategic planning framework, we invite you to consider Mega Planning.

For an integrated strategic approach, we suggest articles such as: 'Start-up Mega Planning' and 'A Balanced Scorecard Plus Mega and 360' .

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