The thought of feedback can be scary, but is it better to remain in the dark? Most managers are surprised by the amount of positive feedback they get. This shows how many managers have low self esteem. Your negative feedback can often be distilled down to a few manageable themes. Negative feedback will show you what to focus on to develop yourself. Avoid feedback and you cannot learn - you might as well stick your head in the sand.
Individual productivity builds collaborative work practices which tap into individual strengths, mobilize actions which build open communication and trusting relationships, reduce disruptive interpersonal behaviors which inhibit teamwork interventions. A well designed 360 Degree Feedback process will help you to get realistic feedback. Feedback questionnaires must be filled in anonymously by various colleagues, subordinates & other stakeholders. A good questionnaire should include questions that are relevant to your culture and goals rather than off-the-shelf. Allowing space for comments is more important than numerical ratings.
The types of feedback instruments available include: Peer-Peer Feedback: Questionnaires and action planning meetings for leadership and work teams, project teams and cross-functional teams to encourage open dialogue and individual accountability for team performance. Upward Feedback: Questionnaires, individual feedback and management coaching, action planning, team meetings to align manager and team behaviors. System-Wide 360: Multiple levels of 360 degree interventions, resulting in diagnostic themes and high leverage opportunities for continuous improvement. 360 Degree Individual Feedback: Questionnaires, individual feedback and coaching for personal and professional development.
We work with organizational leadership to define vertical and horizontal accountabilities and customize instrumentation to meet the needs of our clients. Our professional facilitation enables teams to work through difficult issues, maintain personal integrity and give honest and direct feedback to each other. In upward feedback, team members give written feedback on questionnaires followed by individual coaching sessions. Results are summarized in a personal report which is reviewed with the participating manager. A team feedback meeting is held which encourages teams to share specific examples to support key strengths and offer suggestions for how to turn opportunity areas into future strengths. Peer teams jointly develop a list of behaviors and accountabilities needed from each other in order to achieve success. They meet to share strengths and opportunities and ask for specific suggestions for continuous improvement.
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