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Best Practice in Leadership and Management
- Is it your aim to have really open and frank communication in your organization or team - without the fear of reprisal or worries that usually surround 360 degree feedback or appraisal systems?
360 Facilitated® (Leaderskill's 360 degree or Upward Feedback®) does this by ensuring that feedback is used only for team and manager development - never for blaming.
- Would you like everyone who works there to contribute all that they can?
Our unique 360 degree feedback approach does this by a process of team facilitation that appreciates what's being done and encourages everyone to give their best.
- Would you like the good 'task managers' to work well with people and the good 'people managers' to work well with the task? Would you like managers also to be leaders - and leaders to be managers?
Our process does this by operating with a framework that allows discussion of all the issues of Task, People, Leadership and Management, and identifies development needs - for managers and teams.
- Would you like a culture change to one that is open, positive and fully interactive?
Our 360 degree feedback methodology does this by bringing together each team and manager throughout the organization in an environment of mutual respect and support.
360 Facilitated® is the direct route to best practice in Leadership and Management.
Typical of the results achieved with 360 Facilitated® are those that follow, together with impacts on the Learning Organization.
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Outcomes Achieved
- An
executive team perceives opportunities open to it and takes off with
new vigour
- A
manager discovers how his way of operating has been holding back the
team. He agrees to change - and does so
- A
team makes demands of its manager. The manager puts it all back in their
court: "You fix it, I'll help you" - and she does. The team moves towards
self-management
- A
manager believes that a major change required is outside of his authority.
The team responds "We'll build the case for you, you take it to the
boss". The manager is convinced. The boss authorises the change
- A
manager discovers that a lot of the things he has been doing for his
team are not necessary - a great sense of relief and a chance for him
to tackle long-range issues, to lead.
- A
very high performing team and manager discover even greater levels of
openness and commitment
- A
government department becomes aware of a multiple signoff process that
hampers initiative at all levels
- A
manufacturing company discovers and overcomes a systemic issue relating to training
and affecting all managers and staff.
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Opening
up Communication
When
you listen to your staff:
- You
learn how to manage them for optimum performance
- They
feel heard and want to contribute more of their ideas
and their energy
- You
hear more about the customer and what's going on at the workface
Open,
two-way communication can only be achieved in an encouraging (non-threatening)
environment.
- Primary
Upward Feedback® (staff to manager) facilitates
managers learning (improvement) without judging (manager appraisal).
- Managers
learn first from those who have most to teach - the
people they lead.
- By
not judging the manager, 360 Facilitated® overcomes
the risks of "appraisal defensiveness", using a unique questionnaire
and facilitated process of joint manager and team improvement.
- Based
on Peter Farey's well researched Leader/Manager Model and backed by decades of
experience.
- 360
Facilitated® builds teams, develops managers and changes culture.
- Easily
accepted by Managers, its first result is a new dimension in openness.
- 360
Facilitated® powers the learning organization
by providing the information required at each level to maximize performance.
- It
actually achieves for management most of what they had hoped to gain from conventional performance management systems.
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What clients say
“I now use 360faciliated profiles as an integral part of my executive coaching work at the Australian Institute of Management [AIM, Queensland]”
Gary Cox, New Directions Career Consultants, Australia
“Wow! That’s pretty impressive service – thank you”
Executive MBA Instructor, Australian Graduate School of Management
“Thank you for the terrific instrument - generates substantive discussion.”
Executive MBA Instructor, Australian Graduate School of Management
"...what better way to look at one's self than through the eyes of the
people you rely upon to get the mission accomplished? The 360 Review
Program was so successful for us, that we rolled it out to our entire
Organization [division], providing an opportunity for all staff to contribute, and for
all supervisors and other key persons to benefit from the feedback in a way
that enables everyone to plan effective, targeted improvement, on a
structured basis. Now we are using information gleaned from the 360's to
build Individual Development Plans (IDP's)...
Manager, Smithsonian Institution, Washington DC, USA
“The most significant intervention we have undertaken. Influenced the growth and learning of our managers as leaders”
Snr Manager, Sadaf Petrochemical Co., Saudi Arabia
“I've been really impressed with your customer service and response. I've worked with most of the major test suppliers and they don't come anywhere near your level of customer service.
"Your website supplies far more web-based information than others do and there is no issue about technology and requirements on the computer. This allows for a more seamless interactive experience for our clients”.
Consulting Psychologist, Consulting group, Australia .
"People really like the new AI approach to the Team Debrief - the way it breaks into three sections [What works, Where else, What blocks]. They take it seriously and insist on staying with the part they're working on, someone will say 'Hold on, we're just doing the extensions now'. It really does lift morale and brings team and manager together".
Julie Stockton, Director HR, University to British Columbia, Canada.
“It’s hard to imagine the company without it”
Senior Manager, Royal&Sun Alliance Insurance Company, NZ.
“Amazing turnaround in management perceptions and staff's ability to contribute”
Senior Manager, Local Government, Australia
“A powerful program. We’re sending you another consultant to train”
HR Manager, NSW Government Dept., Australia
"Just wanted to say a big thankyou on behalf of the team for all your help and support. We found the experience to be very valuable and have come away with a lot of things to work on and develop.
"Elspeth, you were a wonderful facilitator and everyone has commented on how comfortable they felt talking to you."
HR Coordinator, Finance Company, Australia
“Having been the recipient of other 360s, it was great to find one aligned with the way I think. It has unique strengths.
I think the instrument does a great job of gathering and presenting information in a way that connects with the individual.”
Consultant-Coach, Minnesota, USA
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The Learning Organisation
If your aim is to develop or maintain a Learning Organization, then the 360 Facilitated® process helps managers and team members learn a great deal about themselves and one another, while at the same time learning directly about leadership and management.
The process improves communication and learning across the entire organization. It powers the Learning Organization by moving information and ideas vertically and laterally to where they're most wanted. It provides the information required to accurately design a highly relevant program of learning, coaching and mentoring for teams and managers, as much as a program of improvement and innovation. [more]
Specific Outputs
The specific outputs and outcomes that the Team & Self-Management process contributes to the Learning Organization are:
- Individual and team action plans to improve how managers and teams operate. These can range from improvements in processes, quality management, etc. to requirements for professional development
- Changes in leadership style and emphasis. Managers often have the skills but aren't using them
- Increased delegation and a smooth, negotiated transition towards team self-management where this is the aim in mind
- A more open and aligned culture, a prerequisite for all forms of effective performance management
- Clearly defined learning and development requirements linked to specific outcomes that managers and teams are expected to achieve
- Focused change strategies - information collated from a range of teams can be used for process reengineering
- A benchmark of how the organization perceives itself at different levels. This can be measured regularly.
Return On Investment
360 Facilitated® produces results in many areas of an organization, it can increase efficiency and revenue and reduce staff turnover and other costs. This form of 360 degree feedback has the potential to produce very large returns overall. Return On Investment (ROI) is a major driver in starting a program of 360 Facilitated®. We urge our clients to assess the expected ROI from the program. We will be happy to discuss this with you. [more]
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Leadership & Management - the Research
More than fifty years of research and decades of experience culminated in the creation of Peter Farey's Leader/Manager Model (see articles). This holistic model gives equal importance to Leadership (the future) and Management (the present) in areas of both People and Task performance. Other than technical and specialised skills, every issue affecting management and team competence can be encompassed within it. All questionnaires are built around the Leader/Manager Model, and international norms are available for the comparison of organizations or groups of managers. The universality of the model has led to managers accepting it as 'fair'. The same breadth of scope means that when an organization defines its own set of competencies, these can be mapped onto the Leader/Manager Model. Doing this can allow you to consider a subset that may be critical to your industry.
The scale used in this 360 degree feedback model is a true feedback (not manager appraisal) scale. Rather than "strong/weak" or "good/bad" scores it appreciates what works and gathers suggested change. This has led to acceptance and appreciation, even in hierarchical cultures and environments where appraising a manager would not be considered appropriate.
360 Facilitated® has proven successful and valid in a wide range of organizations and cultures, ranging from Australia and the USA to Asia, Africa and the Middle East. In each case it provides a means to getting "all the cards on the table", appreciating what works and negotiating Win-Win outcomes for improved performance, teamwork and learning. In some cases, questionnaires have been customised to meet local requirements.
Ongoing Research
Articles.
We continue to research the Leader/Manager Model (see articles).
Emotional Intelligence. The most recent work has been in demonstrating that behaviours reflecting Emotional Intelligence have always been a part of the Leader/Manager Model. Useful EI indicators have been derived and can be added to the profile as an option. [more]
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Benchmarking
While the 360 Facilitated® approach avoids assessing individual managers, it does encourage individuals to benchmark against themselves - improving from one profile to the next. Groups of managers do the same, as can the organization. International 360 degree feedback norms are available for these groups. [more]
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