COURSE OVERVIEW:

One of the most significant trends in the leadership development field over the past twenty years has been the growth of 360-degree feedback. It has been called one of the most notable management innovations in recent times.

In its simplest terms, feedback in the context of an organisation refers to the information a person receives from co-workers, managers and customers related to his or her work behaviour. In addition to day-to-day interpersonal communication, the traditional medium for periodic feedback is performance appraisal. Appraisal carries the weight of setting goals and tracking two aspects of performance: the development of competence and the achievement of results.

Receiving feedback from several sources may be desirable, but without the process known as 360-degree feedback, it is impractical and expensive. Most professional and managerial employees have experienced 360-degree feedback in some form, either by receiving ratings from their boss, peers, customers and direct reports, or by rating others.

Most employees want to do a good job; however, many are unaware of the impact that their behaviour has on their effectiveness on the job. Feedback can help employees identify what they are doing well and build on those skills, correct problems, and develop new skills that improve the organisations in which they work.

Feedback is usually defined as information provided to an employee related to the behaviour of that person on the job or the results of that behaviour. It is usually intended to strengthen desired behaviours or to suggest changes in undesired behaviours.

This course is organised into two parts. The first part describes the purposes and uses of 360-degree feedback, how it works, why it is needed, and the importance of multiple perspectives and the role of 360-degree feedback in developing leaders for organisational roles.

In the second part we present some of the considerations to be made before implementing a 360 process in an organisation. We also describe the distinct difference between developmental and administrative use and state the approach to using 360 for development. Then we sketch trends, current issues and future directions in the field of 360-degree feedback initiatives.

LEARNING OUTCOMES:

By the end of this course, you will be able to understand:

·       What is 360–degree feedback?

·       The purpose of 360–degree feedback

·       The uses of 360-degree feedback 

·       How organisations use the feedback chiefly for developmental purposes?

·       The qualities of 360-degree feedback     

·       The importance of ownership of the participant’s data in the 360-degree feedback process

·       The accountability of participants in the 360–degree feedback process

·       How feedback can be a powerful stimulus for change?

·       The credibility of the 360–degree feedback process

·       The importance of the commitment of the participants in the 360–degree process

·       The importance of communicating expectations to the employees

·       How an effective 360-degree feedback encourages continuous learning?

·       How the 360-degree feedback process works?

·       Why 360-degree feedback is needed?   

·       How the 360-degree feedback supports organisational values?

·       The importance of multiple perspectives in a 360 - degree process

·       The role of a 360-degree feedback in the leadership development process

·       Administrative versus developmental use of 360-degree feedback

·       The use of 360-degree feedback for performance and selection purposes

·       The use of 360-degree feedback for development purposes

·       The implications  using 360–degree feedback

·       The current issues of 360–degree feedback

·       The re - administration of 360-degree feedback

·       The advantages and disadvantages to re - administering surveys

·       How norms are widely used in the feedback strategy with 360-degree ratings

·       The relationship between self – ratings and others’ ratings

·       The future of 360-degree feedback

·       The trends that give some indication of the future of 360-degree feedback

·       A sample presentation of the 360–feedback for an orientation session

COURSE DURATION:

The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.

COURSE REQUIREMENTS:

You must have access to a computer or any mobile device with Adobe Acrobat Reader (free PDF Viewer) installed, to complete this course.

COURSE DELIVERY:

Purchase and download course content.

ASSESSMENT:

A simple 10-question true or false quiz with Unlimited Submission Attempts.

CERTIFICATION:

Upon course completion, you will receive a customised digital “Certificate of Completion”.