Feedback is like oxygen for growth and development. It enables us to learn and change, to explore, to prioritise, to decide. Giving and receiving feedback is a part of organisational culture that is often taken for granted or treated superficially and inconsistently. We would like to change that.
Schedule a call360º feedback is a relatively simple tool for collecting feedback from a range of colleagues and other interested parties. It provides a snapshot — or a panorama — of perceptions about performance.
On its own, using a standard question set, it’s a useful tool. But there is much more potential.
We work with you to design bespoke question sets that relate to the management and leadership needs of the organisation — the plans, priorities and values, and your desired performance indicators.
We can do it all for you (in a GDPR-compliant way), you can do it yourself, or we can share the load. Anonymous or attributed feedback — depending on the culture you are trying to shape.
When our reports are ready, we work with you and those receiving the feedback to process the data and get the best possible learning from it.
Seven steps, shaped to your organisation. We can take it end-to-end, or share the load — whatever fits your team and your timeline.
We aim to understand the background and purpose of your surveys — gathering information about organisation plans, culture and values.
We create question sets based on our research, or use your existing competence or behavioural frameworks.
We help you choose the best list of respondents and to engage them in the process.
We agree deadlines with you and ensure all respondents receive their invitation and link to the survey.
Even the best organisations have respondents who need a reminder when the deadline is approaching.
Our system generates reports that present feedback data — qualitative and quantitative — in an accessible way.
A structured coaching conversation that helps the recipient make sense of the feedback, distinguish signal from noise, and commit to a small number of focused development priorities.
Either we deliver the debrief coaching ourselves, or we train your managers to do it.
As highly experienced coaches, we can help recipients to process the feedback they are given and make clear plans about what they will do differently.
We can train your managers to carry out effective debrief coaching sessions with their team members.
360º surveys are powerful for periodic review — but we also want to encourage ongoing, developmental, honest and robust feedback as a day-to-day reality. That’s why we also run workshops, face-to-face or online, to introduce the process, the principles and the benefits of feedback in general and 360s in particular.
One of our most-discussed questions with clients. Both are valid. The right choice depends on the culture you are trying to shape.
If you want a culture where everyone takes responsibility for what they do, say and write — and you want to encourage more "adult to adult" conversations rather than "parent to child" or vice versa — attributed feedback may be the right fit.
If you are wanting to promote opportunities for more free expression — especially in organisations new to feedback, or where hierarchy makes candour harder — anonymous feedback often works better.
We are always keen to understand why you want to run 360º Feedback surveys.
Some organisations use it as an integral part of their Leadership Development programmes. Others include it in annual reviews or performance management. Others use it in preparation for promotion and selection to new roles.
So — let us know what you have in mind.
If a 360 sounds like a fit for your organisation, click below to find a time and we'll talk it through.
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