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!

PILAT EUROPE

29 Hendon Lane

Finchley

London, UK N3 1PZ

+44 (0)20 8343 3433

PILAT NORTH AMERICA

460 US Highway 22 West, Suite 408

Whitehouse Station

New Jersey, USA 08889

+1 800 338 9701

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