Gorillas image, representing: 360 degree appraisal coaching

360 Degree Feedback Coaching

Why feedback coaching?

Receiving in-depth feedback, particularly for the first time, is often perceived as a daunting event where individuals experience a range of emotions from anxious excitement through to outright fear. Our experience shows that without some form of coaching support, the majority of participants don’t have the knowledge, skills and ‘feedback maturity’ to successfully convert their reports into meaningful action-focused development plans.

What is available?

    Individual Coaching - Typically, this approach would include the coach and coachee meeting twice during a 2-3 week period, with each coaching session lasting 2 hours. Typical objectives for each meeting would be:

    Session 1

    • Receive and interpret the 360 feedback.
    • Identify strengths and areas for development.
    • Draw initial conclusions from the report.
    • Identify interim work and next steps.

    Session 2

    • Develop a Personal Development Plan (PDP).
    • Identify how objectives will be achieved.

     

    Group Feedback Day - This facilitated workshop has been designed to support a group of up to twelve managers to interpret their own 360 degree feedback report, draw conclusions and develop a positive set of next step development actions and how they will be achieved.

     

Our Approach

Our fundamental belief is that 360 feedback coaching is about finding answers without creating more questions.

We do not provide life coaching or therapeutic counselling, but focus on personal development coaching against business needs. Lumus 360 coaches bring a powerful mix of coaching and facilitation skills, organisational awareness and senior development experience. Our approach is built on the following principles:
360 feedback coaching / facilitation is:

  • About building awareness, responsibility and self belief.
  • Focused on results - identifying the tough stuff and providing the support and confidence to do it.
  • Believing that personal change comes from ownership.
  • Providing both support and challenge to the individual - asking questions is easy, finding solutions is the tough bit.
  • A confidential relationship between coach and coachee that is based on trust and allows honest and constructive challenging.
  • Working on the real issues of leading and managing in their environment (i.e. real play not role play).
  • Providing support, input and practical development ideas in order to help coachees convert their development goals into practical and cost effective next step plans.

 

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