Insight to action

360 coaching

360 data can look easy to understand, but it can be hard to really get to grips with the underlying issues and meaning. Once you have understood some key themes in your 360 you may then struggle to come to terms with them and/or work out what to do about them.

After 20 years of supporting people with their 360s we now have special techniques to help participants to feel good with their data and clear about how to progress. Our experience shows that you can double the value of a 360 through expert, independent coaching

360 skills

It is easy to think 360 degree data is straightforward to handle. After all, it is usually designed to be that way. However, its true interpretation, the insightful patterns, the dynamics of the relationships between reviewers and the cultural implications of the data may not be obvious.

At Talent Innovations we have designed and tested a highly effective method for giving 360 feedback – the ‘360 Discovery’ methodology with an accreditation skills programme. Included in the advanced training is the popular four-stage approach to managing resistance to feedback.

360 analytics

Understanding the impact of your 360 project is essential, but actually is hard to do. A powerful tool like 360 can have dramatic effects in the short-term but the long-term impact may be harder to distinguish. Our 20 years’ experience in 360 has shown us that all the effects need to be managed very carefully. The neuroscience of feedback now tells us why.

When you’re coming up to your feedback session, it can seem as if your very survival is at stake! Every individual that touches a 360 project can therefore experience strong emotional reactions including fear, upset, anger and resistance.

Development planner

Insights on how behaviour is impacting others are incredibly useful, but insights alone do not guarantee that anything will change. Changing the way you do things can be really tough when everything around you is the same as usual.

The neuroscience of development tells us how the construction of new pathways in our brains takes significant intention and habit. If you want your development programme to lead to new habits then you can create a structured digital developmental process to sit around your 360.

Psychometrics

360 data provides great information on perceived behaviours and current opinions but insights on what lies beneath are incredibly useful too. Your personality, style, motivation, values and your ‘dark side’ all impact how you show up in your job and work to maintain your current behavioural patterns (see diagram).