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After investing considerable time and resources to conduct a multi-rater review (360 review), many organizations dilute or destroy its effectiveness by neglecting to implement an effective follow-up plan. When administered properly, 360 reviews for leadership development provide comprehensive, diverse and multi-viewpoint feedback that can help individuals identify their strengths and areas for improvement. Once the reports are received and distributed, this is where the work really begins. Interpreting Results Planning for Improvement Managers play an essential role in helping their subordinates develop and implement realistic action plans that address the issues most critical to the future success of both the employee and the organization. Keeping the multi-rater review reports themselves confidential and any comments anonymous, managers can share summary findings with their reviewees. Taking the 360 review from a static report to a prioritized leadership developmental action plan should be a collaborative effort between the employee who is the subject of the review and the manager. The manager should also help his employee identify and procure any resources needed to make the plan successful, such as training programs, reading material, special assignments or other opportunities to learn and practice the desired skills. An internal or external coach can also be engaged to help the employee build and implement the action plan. Accountability and the Action Plan There is an old axiom that says that what gets measured gets done – the action plan should include measureable milestones. Further, what gets rewarded is even more likely to get done so by folding critical elements of the leadership development action plan into annual organizational objectives, will have an impact on performance reviews. By doing this, managers can bring a powerful level of accountability to the process, increasing the probability of individual and organizational success. Re-evaluation Whatever method is used to evaluate its success, organizations which follow administration of 360 reviews with structured leadership development action plans, holding employees and managers accountable for their implementation, will glean the most benefit from this powerful leadership development tool. Click here for more information on Revolution 360TM and Check-Up 360TM. SMG2011-10-24 |