Developing Self Awareness
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This interactive workshop aims to support participants to develop greater confidence and assertiveness in the workplace.
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Effective leaders take time to regularly reflect on their leadership impact in order to develop and be the best leader they can be. Below we have outlined several options for you to gain 360 Degree Feedback from others to support you with this reflection.
Why undertake a 360?
360 degree feedback is a powerful tool to help individuals identify what they do well and where development needs lie. The process includes getting confidential feedback from line managers, peers and direct reports. This gives the individual insight into other people’s perceptions of their abilities and behaviour. This feedback can then be used to help an individual reflect on their strengths and create a personal development plan.
How can I set up a 360?
- It may be that your Organisation has a formalised approach to 360 feedback. Please contact crhft.joinedupcarederbyshireod@nhs.net and they will direct you to your local contact
- You may wish to use the NHS leadership academy Healthcare Leadership Model self-assessment or 360 feedback tool.
- You may also choose to take a less formal route to acquire feedback and might consider setting up a 1-2-1 conversation or using a free tool such as Mentimeter Interactive presentation software – Mentimeter or Slido Slido – Audience Interaction Made Easy to set up a short survey. Links to the survey can then be sent out to chosen colleagues for completion. An example of a simple 360 could be:
Or you could ask three simple questions:
- What should x STOP doing?
- What should x START doing?
- What should x CONTINUE doing?
A link to your questionnaire can be sent directly to colleagues, and their responses will remain anonymised. It is recommended that a group of more than 6 people are asked to provide feedback. Choose a variety of people that have knowledge of how you work and will provide their view as to your current leadership impact.
4. If you are happy to receive feedback directly via email, you could send out an email request to your chosen group of colleagues. An example email might read:
Subject header: Request for your support: 360 feedback
I am preparing for appraisal and wondered if you could kindly contribute.
- What could I do more of?
- What do I need to do differently?
- How do I add value?
If you are able to support, may i ask you to send your thoughts directly to me within the next week please?
OR
Subject Header: Request for your valuable input: 360-degree feedback
I hope this message finds you well. I am reaching out to you to request your assistance and valuable insights for my professional growth. As part of my commitment to continuous improvement, I am seeking feedback from a variety of perspectives, including senior colleagues, peers and direct reports.
I kindly ask that you take a few moments to provide your honest feedback by answering the following 3 questions.
- What should I STOP doing?
- What should I START doing?
- What should I CONTINUE doing?
Your responses will remain confidential, and I genuinely appreciate your time and effort in completing this assessment. If you are able to support, may I ask you send your thoughts directly to me in within the next week please?’
With kind regards
What do I do with the responses?
Once you have your feedback. Take time to read with curiosity. Remember the feedback is based on the perception of the people you asked. The feedback they provide is to support your growth as a Derbyshire Leader.
