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- This process has an invaluable role to play in executive coaching. It opens a window
onto how a leader is perceived and experienced by colleagues above them, below them
and at peer level within their organisation. With the skilled support of an experienced
coach, the individual's data can be explored and the key development points incorporated
into the coaching objectives.
- Benefits include:
- Affirming and highlighting the individual's strengths and achievements.
- Identifying areas for development.
- Indicating specific behaviours which respondents would like to see continued, stopped
or changed.
- 360 degree feedback can also play a very useful role within team coaching. If the
team is struggling to diagnose its strengths and weaknesses - or to surface unspoken
tensions - the members can complete a questionnaire about different aspects of the
team's functioning. Their responses are collated and fed back by the coach, providing
an extremely helpful basis for the team's ongoing efforts to improve functioning
and performance.
- We have found that the most powerful coaching interventions we have delivered have
consisted of a combination of elements, namely individual coaching for a team leader
and team members, a series of team coaching / leadership development workshops and
360 degree feedback with both individuals and with the team.
- As with use of the Myers Briggs Type
Indicator, 360 degree feedback is used widely in business but not always well.
Each coach at Sandler Lanz has extensive experience going back many years of using
360 degree feedback - both in business school settings at LBS or INSEAD - and in
our coaching practice. Our clients tell us that our use of this instrument delivers
exceptional value.
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Sandler Lanz © Copyright 2008 All rights reserved.
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Address:
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30 Ivor Place, Marylebone, London, NW1 6DA
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Phone:
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+44 (0)20 7723 5525
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Email:
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Facsimile:
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+44 (0)20 7258 1556
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