360 from witchcraft to reality
DESCRIPTION
Clinton Wingrove of Pilat HR Solutions presents '360 from Witchcraft to Reality.' 360 was first introduced to address an issue underlying the assessment of people and their performance. Experiments in the 60’s in various military operations explored the potential for peer assessment to produce more valid and reliable predictions of leadership success. Extension into the commercial sector in the late 70’s and 80’s attempted to address two issues with performance appraisal, (a) boss-subordinate rater bias, and (b) with growing spans of control, the lack of performance evidence available to managers. By the late 80’s everyone who knew what HR stood for though they were an expert in 360 and mass usage ensued … and three inevitable things happened, (a) employee push back … leading many organizations to declare, “this is for development only”, (b) used in volume, it did not produce the same impact as it did in pilot and experimental/case studies, and (c) non-professionals started developing cute variations that were designed to sell rather than be effective. “It is an ill-wind that blows nobody any good,” Prov. Fortunately, the recession curtailed the worst excesses. But, we are now further along, coming out of a recession, and usage of 360 degree feedback is once again increasing. Contained here is Clinton's examination of the lessons we have learned; where usage is going, and how this is now being more effectively integrated into other HR processes. Clinton Wingrove has 30+ years of international human resource experience, including 20 years with Pilat HR Solutions where Clinton has honed his expertise in the areas of performance management, HR process support technology, executive development and 360 degree feedback. An engaging and informative speaker, Clinton enjoys the opportunity to share his expert insight with new audiences. Mr. Wingrove is currently the EVP and Principal Consultant at Pilat HR Solutions.TRANSCRIPT
A Human Capital Management Technology & Professional Services Company
Powering HR Webinar Series
360 Degree FeedbackFrom Witchcraft To Reality
Before We Begin
• Audio is being broadcast online (speakers/headphones) and by phone
• You will receive access to webinar materials afterwards by email.
– A copy of the presentation slides and recording access• You may ask questions during or after
the webinar– During the webinar – Q&A module– After the webinar – contact
information provided.
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Presenting
Clinton WingroveEVP & Principal ConsultantPilat HR SolutionsPhone: +1 908 534 7474Phone: +44 (0)20 8343 3433http://www.linkedin.com/in/clintonwingrovehttp://www.pilat.com
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Where We Play
These are all changing ...
More than we are
changing them!
A Brief History Of 360
• Claims of use by German military in WWII
• Use in Israeli and USA military in 60’s
• Wide-scale commercial use since the 80’s
• Extensive conflicting research.
Causes Of Increased Usage
• Technology makes it easy to do
• We have all, especially HR, become much more data thirsty and data savvy
• Competition – only the best survive; so, top talent now actively seek feedback.
Myth 1 – Development Only
• Tools are rarely exceedingly good at doing lots of things; they typically do one well
• Usage of a tool affects how it works and the quality of the data it collects
• In some organizations, its use as an assessment tool is accepted; in others not.
Myth 2 – Feedback Drives Development
• Individuals drive their own development
• 360 degree feedback may inform it
• It can also inhibit development
• Bad process
• Irrelevant issues
• Fear
Myth 3 – Intelligent People Use It Best
• There is no pattern
• They have the brains to circumvent
• They do circumvent
Myth 6 – Comments Are Most Useful
• Comments are most interesting
• They can distract
• If collected and processed well, they can be powerful
Myth 4 – Managers Need Sophisticated Development Solutions• Managers need skills
they can use
• Managers welcomesimple solutions
• Most leadership and managerial impact is achieved through numerous and frequentinteractions.
Myth 5 – Use A Validated Instrument
• Do you know what that means?
• Don’t be conned
• Context matters.
Content validityFace validityCurricular validityCriterion-related validityPredictive validityConcurrent validityConstruct validityConvergent validityDiscriminant validityConsequential validity
Myth 7 – Do It Annually
• How much can peoplechange in a year?
• What effect doesthe process have?
• What other thingsimpact the scores?
• WHAT do you doannually?
Tip 1 – Choose The Right Instrument
• Measures what mattersto the organization
• Determines what mattersfor the individual
• Washroom speak engages
• The process produces credible data
• Self norming?
Tip 2 – Communicate, Communicate, ...
• The quality of feedback depends on the providers not the recipients
• WHY people think you are doing it significantly impacts the data
• Repeat the key messages
• Repeat the key messages.
Tip 3 – Let People Choose Providers
• Gives feedback credibility
• You may find out who your friends are!
• Positive start to theprocess
• Reduces concerns.
Tip 4 – Use Skilled Facilitators
• Engage
• Investigate/reflect
• Understand
• Focus
• Options
• Plan
• Act.
Tip 5 – Focus On Priorities
• What matters?
• Strengths overweaknesses
• Enhance existing skill
• Educate others.
Tip 6 – Avoid Benchmarks
• Review aggregate data
• Avoid benchmarks
• Relativities.
Tip 7 – Keep The Process Alive
• Hope is not a strategy
• Interest is not action
• Process may need support
• Do what you said you would do
• Evaluate your process.
Thank You!
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