The document discusses using 360-degree feedback as part of agile personal development. It presents the story of "Granny Dolly" who only receives annual feedback from her manager that focuses on a few negative incidents, rather than obtaining holistic feedback. 360-degree feedback involves collecting feedback from an individual's peers, reports, customers and manager to provide a more well-rounded view. This feedback can then be used as a "compass" to guide personal development conversations and create development plans focused on an individual's strengths and areas for improvement. The feedback approach aims to make performance management more continuous and collaborative to support agile ways of working.
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12. granny dolly’s dilemma
everyone likes granny
customers likes granny
customer’s customers like granny
except…
jimmy teamlead
carreer oriented
wants to be the man
no one likes jimmy, but jimmy is married with
our CEO’s daughter…
(so – accept it..)
13. granny dolly’s feedback
once per year…
- number of errors is too high -> your paper last week!
- more attention to your communication -> 4 months ago in our cafeteria
- less beer -> christmas party your hangover…
feedback from line management to «granny»
14. granny dolly’s feedback
once per year… feedback from line management to «granny»
same experiences like granny’s story?
YOU
what about the
other 362 days?
the customers which
loves me?
my team which
believes in & needs
me?
OK – you got my 3 days of
bad work…
- number of errors is too high -> your paper last week!
- more attention to your communication -> 4 months ago in our cafeteria
- less beer -> christmas party your hangover…
17. history of 360° feedback
the German military first began
gathering feedback from
multiple sources in order to
evaluate performance during
World War II
today, studies suggest that over one-third of U.S. companies use
some type of multi-source feedback
https://en.wikipedia.org/wiki/360-degree_feedback
https://i1.wp.com/www.themilitaryleader.com/wp-content/uploads/2015/06/7589879148_662c003808_z.jpg?fit=640%2C427
18. why 360° feedback?
mirror
360° feedback is your person & standing,
opinion of your environment & organisation about you -> believe it or not
multiple voices
360° feedback more objective than a 1:1
give feedback «upwards»
360° feedback gives you an instrument to give feedback up to the line above
19. why 360° feedback?
collaboration -> with experts as a team
360° feedback gives your environment to challenge you as an individual
early and often -> to learn fast
360° feedback used to focus on improvements
selfreflexion -> for selfimprovement
360° feedback supports you on your personal development path
& agile? -> principles
20. personal development & performance isn’t the same
Use 360° as a compass – to lead & steer your knowledge workers
and
give & create together a personal development roadmap
21. possible dimensions
what individual skills does your company & culture need?
which dimensions help your company / team to be more successful?
26. OKR
as
team performance measurement
OKR married with 360° feedback
our conclusion
360° feedback
as
personal development «compass»
where are your strenghts & weaknesses
where can we invest together to make you happier, better…
continous health check about yourself
are we doing the right thing?
where are we?
continous health check about mission & delivered value