The Federation’s 16 senior managers, including the chief executive, have a responsibility to provide 360 feedback and coaching for all their direct reports. It called in 360 feedback specialists Simply360 to help it incorporate 360 feedback into coaching.
All coaching managers are required to produce clear, practical action plans for every individual, setting out what tangible business benefits the plan would deliver. They are required to complete coaching workbooks with their reports, based on GROW-style questions adapted for 360 feedback and with a performance focus.
“Our alternative to training could be described as “hands-on with help”. It makes coaching a management responsibility, managers are expected to coach, avoidance isn’t really an option. But, it’s also an approach that makes things very easy for managers and provides lots of support,” said Peter Goodge of Simply360.
The Federation’s three-hour introductory briefing covers interpreting an individual’s 360 feedback report and using the workbook and online coaching resources but contains nothing on questioning, listening, building rapport, and contracting.
“Clearly those things are important, but if you have just a few hours of managers’ time other things might be much more important, such as a workbook and online resources,” said Goodge.
Below is an overview of the workbook’s sequence of questions.
Step 1: Your performance
- Where have you succeeded (and struggled) in the last year or so?
- What one Big Thing would you like to achieve in the next few months?
Step 2: Your 360 Feedback
- What are your big strengths, and the things are you less good at?
- How might those enable or obstruct your Big Thing?
Step 3: Your action plan
- What would help you achieve your Big Thing? Brainstorm at least 10 practical ideas.
- Which three of those ideas are will be effective and to which you are committed?