360 Degree Feedback - Supporting Services

Competency Framework Development

The development of managerial behavioural competencies is a particular strength of Lumus™ and forms a core part of our business. We have previously worked with over 20 organisations to deliver meaningful competency frameworks in support of manager development, performance improvement strategies, culture change programmes, values based working, and future organisational challenges.

Our experience and expertise is in the development of competencies which describe the behaviours that lie behind and reinforce technical and managerial excellence. Lumus™ competencies describe the explicit, observable behaviours that would be seen if a leader or manager was doing a 'great job' and delivering superior performance.

Our behavioural competencies are designed to provide a common language for describing skills, approaches, standards and values that are important to the organisation and to provide a consistent benchmark that is aligned to the organisation's strategy and against which people can be fairly and constructively measured.

At Lumus™ we believe that for behavioural frameworks to deliver the impact expected from them, they need to be clear, specific, fully embedded in the organisation's context, and address the business and individual needs of today and the future. To this end, we don't advocate the use of generic 'off the shelf' frameworks, but prefer to work with our clients to develop competencies which meet their unique needs and that will subsequently drive the performance outcomes for which they were developed.

The Lumus™ support team is experienced in using a wide range of approaches in relation to final layouts, including:

• The use of 'competency levels', enabling flexibility of behavioural expectations across a broad range of job roles and seniority.
• Using competency statements that include 'positive' and 'negative' (unacceptable) behaviours and are scored appropriately.
• The development of competency statements that include a range of descriptors from Baseline - Excellent Performance.
• The use of 'good behavioural statements' that clearly paint the picture of what a 'great job' would look like.
• Using a linear scaled approach with two opposing statements.
• A blended approach of 'core' and 'optional' competencies.

In addition to supporting our clients to develop a framework to meet their needs, we also offer competency training and our consultants can guide you through the process of effectively integrating competencies into existing people processes such as personal development, recruitment, performance reviews and succession planning / talent management systems.

Please contact us for further information.

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360 Degree Feedback Support

Why Support People? Whilst Lumus™ 360 degree feedback tools are a powerful source of data, our experience shows that without some form of coaching or facilitated support the first time people receive 360 feedback, an important opportunity and key learning can be lost.

Receiving 360 feedback for the first time can be 'scary' and, if left to work through their reports alone, it is common for leaders and managers to:

• Focus on the negative.
• Dismiss the positive.
• Fail to link the detail into key development themes / messages.
• Make 'something' out of 'nothing'.
• Dwell in denial and self-justification.

The end result of all these is a lack of clarity and uncertainty about what action to take as a result of the feedback.

What does our feedback and facilitation support deliver? Regardless of how support is provided the outcomes remain the same. By the end of the coaching / facilitation process participants will have:

• Received and interpreted their 360 degree feedback report.
• Identified what others perceive to be their leradership strengths and key areas for development and linked them back into their own agenda and the business context.
• Drawn conclusions from the report and developed a pragmatic Personal Development Plan (PDP), including identifying how objectives will be achieved and how their success will be measured.
• Gained individual ownership for their development and identified how they will share the outputs with their line manager and gain active implementation support.

How does it work? Lumus™ offers a range of 360 degree feedback coaching and facilitated feedback services that can be tailored to suit the client's specific needs and circumstances. Options include:

• 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 degree 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.
• Group and Individual Support - This approach combines both the individual and group approaches as follows:

Session 1 - A half day group feedback session / workshop where participants receive and interpret their 360 degree feedback and make an initial identification of strengths and areas for development.

Session 2 - Individuals meet with a Lumus™ coach to discuss their feedback, convert it into a Personal Development Plan and pragmatically explore how they will achieve their development goals.

What differentiates Lumus™ coaches and facilitators from the rest? 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™ 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.

Please contact us for further information.

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