Leadership and Management development from Coaching for Results

What's New - 360 Degree Feedback

Working with a leading provider of online development tools, we are now able to offer a tailored 360 degree feedback instrument to support our development activities.

360 degree feedback is an established and proven development tool that provides people with an opportunity to see themselves through the eyes of those they lead and work with. The process works by gathering developmental feedback from the participant's manager, peers, direct reports (where applicable) and customers via online questionnaires tailored to the values, competencies and behaviours that are important to the organisation. An experienced facilitator will then work with the participant to optimise the value to be gained from the report.

The key features of 360 degree feedback are:

 

  • Joint design of the 360 degree online survey
  • Anonomous and confidential development feedback from key stakeholder groups
  • Comparisons of self perceptions against those of others
  • How leadership and management style and behaviours impact on others
  • Performance against business values and competencies
  • Facilitated support to convert the feedback into a focussed and meaningful development plan

We currently offer 360 degree feedback at the beginning of our performance and executive coaching engagements: By tailoring the 360 feedback process to the specific needs of the coachee in their organisational context, the coachee and coach are able to quickly gain a clear picture of where to focus the coaching sessions for maximum benefit to the individual and their organisation.

Please call us on 01275 843923 for further information on how 360 degree profiling and feedback can help to meet your development needs.

Leadership and Management development

Coaching for results offers one-to-one individualised personal development coaching for senior managers. We focus on the achievement of enhanced performance against business and individual goals.

Our coaches bring a powerful mix of facilitation skills, organisational awareness and executive development experience, linked to considerable experience of working with senior managers in Public, Private and Third Sector organisations.

Coaching for results approach is based on coaching towards higher performance. This involves coaching through:

  • Building awareness, responsibility and self belief.
  • A confidential relationship between coach and coachee that is based on trust, allowing honest and constructive exchanges to take place.
  • Focusing on unlocking potential to achieve higher levels of performance (action, change and results).
  • Working on the real and current issues of leading and managing in the coachee's environment.
  • The belief that personal change comes from the coachee's ownership of their growth and development agenda.
  • Providing support, challenge, input and practical development ideas in order to help the coachee convert their development goals into action.
  • Identifying and reducing interference that militates against exceptional performance.

Our unique approach

Coaching for results offers a bespoke 360 degree feedback tool at the beginning of each coaching relationship. The 360 process is designed to provide the coachee with insightful developmental feedback information, enabling them to quickly and accurately identify strengths to be built on and specific development objectives. This ensures that coaching sessions are focused and that their effectiveness is easily measured.

Stages of the process

Phase 1 - 360 degree process

1. Designing the 360 degree feedback tool is simple and takes no more than 30 minutes. The coachee and their line manager work through a specially designed management competency question bank that supports them to identify the key areas and behaviours that are most important to the success of the coachee's role.

2. Our 360 degree feedback provider then converts the competencies into an online questionnaire and manages the collection of feedback data from the coachee's manager and a range of colleagues, direct reports and any other key stakeholders.

3. Finally, the feedback is presented back in a comprehensive, easily interpreted report, used by the coach and coachee to identify development objectives. Using this launch approach ensures the coaching agenda is based on valid, behavioural information and driven by individual needs related to role requirements.

Phase 2 - The Coaching process

The following outlines our coaching process in broad terms and the objectives to be achieved at each meeting:

Introductions and Agenda Setting

Outcomes:

·   Coachee and their line manager design the 360 degree feedback. tool by agreeing on the management competencies and behaviours that are most important to the coachee's role.

·   Coach and coachee get to know each other, including identifying the coaching / business context, purpose, and coachee's longer term goals.

·   Address any coaching questions / concerns and agree a coaching contract: how frequently they will meet; confidentiality; scope of the coaching; how they will work together; coaching style; deliverables; priorities; how success will be measured / evaluated etc.

·   Confirm the 360 degree feedback tool process and next step actions including identifying who will be invited to provide the feedback.

Meeting 1 - 360 Degree Feedback

Outcomes:

·   Receive and interpret the 360 degree feedback report.

·   Draw initial conclusions from the feedback to develop an overall picture of how others see them.

·   Link together feedback messages and themes to identify what others perceive to be the coachee's strengths, areas for further development and possible derailers.

·   Review the feedback against their own agenda and business context.

·   Identify interim work and next steps (developing a draft Personal Development Plan (PDP)).

Meeting 2 - Action Planning

Outcomes:

·  Share conclusions and key 'so whats' from the feedback report and explore other factors that should influence the coachee's development goals.

·  Refine the PDP into specific development objectives, explore options for achieving and measuring their success and identify specific next step development actions and any support needed.

·  Explore through coaching a specific area of the coachee's development objectives.

Meetings 3, 4 & 5 -Coaching

Outcomes:

·   Review progress against previously agreed actions, including recognising successes and addressing any issues that blocked / impeded progress.

·   Explore through coaching a specific area of the    coachee's development objectives.

·   Identify next step development actions.

Meeting 6 - Spring Board

Outcomes:

·   Evaluate the process and achievements against  PDP

·   Action plan developed for continued personal growth

·   Identify how the outcomes of the coaching intervention will be shared with the coachee's line manager

·   Celebrate results achieved

This systematic yet needs driven approach to coaching ensures that the coaching intervention is focused and has a clear start and measurable end point.

Phase 3 - Additional Support

Real world demands do not always fit neatly into scheduled coaching sessions. This will be addressed by having the coach available by phone or email as needed by the coachee between coaching sessions.

Time Frame

Coaching sessions are up to 2 hours in duration, 4 - 6 weeks in between with dates being agreed and diarised at the start of the process.