MAXIMIZING YOUR 360°–720° FEEDBACK ROI

What is a 360 vs. 720 degree feedback? What leads to a successful 360°/720° and how does that maximizes your developmental ROI?

Revised February 2014. Gary Nelson and Bonnie Nelson.

The increasing popularity of 360-degree assessments confirms the organizational importance of knowing leaders behaviors and their impacts on others. Appropriate behaviors in leaders gets things done including implementing strategies, plans, activities and bottom line results. Inappropriate behavior impacts productivity and potential.

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3. What strategies are your leaders using to move forward in the new economic situation?

7. By how much can you improve your organizations leadership competence?

Measuring the impact leaders have on others performance gives each the opportunity to improve and become more effective and productive. Leaders who engage teams and individuals more effectively translates into greater financial and innovative returns.

360 & 720 Degree Feedback

This scenario can only happen when leaders and managers are motivated to improve their performance. Self motivated people engage in self improvement. Studies show only 20% of participants in most 360ºs are encouraged to discuss their results or action plans with their managers (“Talent Management 2010”). To succeed, you need to understand the science and historical factors for success.

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Constructive quantitative and qualitative feedback with goals are the first steps in getting acceptance and results from a well-run 720°.!

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Robert Ammons, in 1956, did the first work on the link between feedback and the improvement of performance. He quantified that feedback can improve learning motivation and achieve results in a positive manner. Ammons meta-analysis of 607 related studies on the feedback – performance link was conclusive. His study showed that performance improved 0.4 on average standard deviations. The research showed that the level of improvement declined as the feedback focused less on tangible tasks and behaviors and more on the person. This says “positive feedback on how to improve performance and behaviors gets buy in and results”. If you give feedback to a person without tangible expectations, you will usually get a half hearted effort.

Conducting annual 360 degree assessments, or at least two in 18 months, motivates leaders to continuously improve their results. The first 360 sets the benchmark while the second measures progress. 360° × 2 = “720°” – The formula for success.!

The success comes when feedback leads to behavior changes that improves individual performance. The 720‘s core benefit is in achieving that success by assessing – developing and measuring improvement.

Factors of Success for 360°/720° Feedback

One condition for continued success is the awareness that a person’s personality traits play a significant role in how individuals receive and respond to feedback. Personality traits influence emotions, thinking processes and self esteem. Feedback is filtered through this trait sense.

Phase I

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The 720º behavioral feedback presents constructive information on a leader’s performance and how his or her behavior fits the organization’s requirements and culture. This information allows the individual, and organization, to continuously improve. A well run 360º has 3 parts: PHASE I Identification of Requirements: participant selection and pre-survey briefing. PHASE II Administration of survey to maximize participation. PHASE III Post survey results, feedback, goal setting & action planning and active coaching. These 3 phases ensure a transparent, positive and successful return on every 360º/720º investment. How does the NBOGroup 720º process work?

When conducting a well-run 720°, including a behavioral tool can aid managers/coaches in their development activities.!

First, determine why you want to conduct a leadership 720º. To assess leaders effectiveness, talent pool proficiencies, competency assessment, whatever the reason, there has to be a clearly identified need – the “Why”? Second, the determination of the “Who” should be assessed on the categories identified, senior leaders, all management, talent pool, teams, sales, etc. Third, “What” specific questions should be asked of raters to ensure clarity and relevance of feedback. Fourth, “Who” should be rating each individual and how many raters should there be to give statistical significance to the survey. Fifth, Pre-survey briefings for all raters and ratees to be clear on confidentiality, process, access to results and how to constructively give feedback to ratees.

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Phase II

Conducting the survey should be transparent. Clear instructions, clear questionnaire, clear administration, and ease of use.

Phase III

Post Survey

•  Feedback to ratees – Specific clear and confidential process to inform Ratees of their results and how to process goals and action plans

•  1:1 Coaching on how to implement achievable action plans

•  Review with management and HR on necessary support and funding for action plans

•  Setting milestones

•  Measuring progress against goals

•  Conducting another 360º (720º) to measure progress

Individuals are more likely to accept results if they understand process objectives, confidentiality and methodology. When a person’s self-esteem has been ensured, you are more likely to get a positive reception to the effort. !

The best survey methodology is when an individual is rated on “I need more of this behavior or less”. When we rate individuals as ‘good’/’bad’, we attack self esteem. A gap analysis which identifies how much more (or less) is needed comes across as far less threatening and psychologically more encouraging.

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About NBOGroup

The NBOGroup has been conducting leadership development, communication and interpersonal skills training across Asia since 1988. The NBOGroup is one of Asia’s most respected leadership and communication consulting firms, with offices in Hong Kong, Singapore, and with partners in Indonesia, Malaysia and Europe. Each NBOGroup program is designed to fit the specific learning objectives of our clients, who include many of the Fortune 500 companies. With worldwide experience, our programs and products are tailored for multi-cultural environments. The NBOGroup employs leading edge tools in our customized engagements; the NBOGroup unique online 360° Leadership Survey, and psychometric tools including Dr. Raymond Cattell’s Sixteen Personality Factors & Five Global Factors (16PF). Our executive coaches add value in personalized experience by linking individual personality and behavior to desired performance objectives. Our trainers emphasize the development of practical competencies, not stereotyped techniques. This approach delivers greater impact, a lasting application by the participant, and a return on investment for the organization. The NBOGroup offers its clients a total learning resource with the philosophy that our client relationship is “a partnership that continues”. We look forward to the opportunity of working with you.

Head Office 583 Orchard Road #10-04 Forum Singapore 238884 Phone: (65) 6339 8733 Fax: (65) 6339 7055 Email: info@nbogroup.com Website: http://www.nbogroup.com