360 degree feedback - a personal development compass
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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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360 degree feedback - a personal development compass
- 1. AgileHR Meetup #1 in Zürich 8. März 2017 Fachgruppe Lean, Agile & Scrum 1 Lean, Agile & Scrum
- 2. AgileHR Meetup Zürich Team Lean, Agile & Scrum2 Cem Kulac David Baer
- 3. Wieso AgileHR Meetup? — Wir sind überzeugt, dass agile Unternehmen erfolgreicher sind. — Wir helfen bei agilen Transformationen. — Die Rolle von HR ist in solchen Transformationen ist sehr wichtig. — Wir möchten eine Plattform für HRs schaffen. — Es ist eure Plattform!
- 4. DANKE!
- 5. Spielregeln — Wir sind per Du — Wir sind pünktlich — Fragen sind jederzeit willkommen — Mobiltelefone später wieder einschalten — Fotografieren ist erlaubt Lean, Agile & Scrum5
- 6. Schwester-Events Lean, Agile & Scrum6 AB St. Gallen AB Luzern — 16.3.2017 — SAFe 4.0 – von null auf hundert in Rekordzeit? Geschichten aus der Swisscard AECS GmbH zur SAFe-Transformation — Seraina Lutz, Serge Schildknecht, Reto Baumann Alle Anlässe unter: http://www.swissict.ch/expertenwissen/fachanlaesse/ — 30.5.2017 — Agile Transformation@SBB — Stefano Trentini Mitglieder der GL-IT der SBB
- 7. Schwester-Events Lean, Agile & Scrum7 AB Basel AB Bern Alle Anlässe unter: http://www.swissict.ch/expertenwissen/fachanlaesse/ — in Planung — 29.3.2017 — Code Review „richtig“ gemacht — Markus Gallagher (Edorex Informatik AG)
- 8. Schwester-Events Lean, Agile & Scrum8 AB Zürich Alle Anlässe unter: http://www.swissict.ch/expertenwissen/fachanlaesse/ — 5. 4. 2017 — Führung braucht atypisches Mind-Set — Moreno della Picca
- 9. Lean, Agile & Scrum9 Candidate Experience at siroop Judith Oldekop Head of HR 11. Mai 2017 Nächstes AgileHR Meetup
- 10. 360° feedback agile personal development
- 11. granny dolly’s story https://www.flickr.com/photos/louisa_catlover/5581012353 Dr. rer. tech. Granny Dolly 3 Master, 2 Bachelor, 17 certificates 160K / annum 20 years in our company 3 Children – mom instinct likes cats, beer & kebap doesn’t like teamlead jimmy
- 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…
- 15. what if…
- 16. individual vs. 360° feedback Can you see the differences?
- 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?
- 22. exploring competencies ask to rate against competency items…
- 23. personal development personal development stronger team focus use it as a conversation compass, not as a rating tool «Start to do more…» «Stop to..» «Continue…»
- 24. granny dolly’s feedback not one voice, not one snapshot over 360° would be
- 25. team development teamgoal stronger customer focus the same, just for a team
- 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