360 is a method of gathering feedback from subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders. It is widely used in industry.
I have been invited to contribute to the early research. My role this morning was to be one of many church leaders who are being asked to look at the various attributes that are needed by a minister. I was a little staggered to find myself confronted with about 200 cards all of which describe different aspects of ministerial leadership. It is good for lay people to remember that the job of minister is a little more complicated than we sometimes appreciate.
It took about three hours to go through the process - with welcome tea breaks - and I must admit to feeling quite drained when I left.
I've seen 360 used in the NHS, and even contributed to two assessments. Those who undertake it say that it is a very useful way of helping them understand how they are perceived by others. This could be an important extra facility to help ministers and leaders adapt to a changing environment. Methodist ministers will find it extremely useful as they do have the opportunity of a fresh start every five to seven years.
The consultancy are keen to hear from ministers and church leaders to help them in their research so anyone who can spare an afternoon or morning would be very welcome. In the first instance contact me through Facebook or on the address on the side bar of the blog.
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Until 4 years ago (when I entered ministry) I'd worked in business and local government. I've experienced many types of review including 360. 360 was the best of the bunch though like all of these systems still isn't foolproof. That said I'd be happy to be involved in a trial given my background
Thanks David - that is very useful. I'll contact you via email and put you in touch. I'll give you a little more detail then. That won't be until later in the w/end. I've got your email address from the Minutes.
If this tool is used by 'some who knows' but is not properly trained it can cause major problems including people leaving their employment. The feedback is anonymised so one does not know where the knife in the back came from. It cost my last employers £9,800 in a pay off to an employee. How do I know? I was that employee.
I'm sorry to hear about your experience of a 360 degree feedback process.
If it helps... You are right in that feedback should be given by an experienced and accredited/trained person, in order to ensure that the feedback is given for its intended purpose - which is for personal and professional development purposes. Furthermore, 360 feedback should be entered into voluntarily.
There are many 360 type tools on the market, many of which give the opportunity for free flow comments which can help contextualise the feedback given by particular individuals.
Feedback tends to be anonymised so that participants can be honest, objective and candid with their ratings and comments, for the benefit of the manager/leader receiving the feedback. If participants are properly briefed prior to beginning the process and supported to pick appropriate raters, the process can be a positive experience for all involved.
I hope that helps, and maybe, just maybe, by you getting involved in the development of this particular tool, you would bring valuable insight?
Many thanks for your comments.
OF
None of what you say happened - apart from me entering into it voluntarily which was a decision based on false knowledge. The raters were picked by the appraiser (and to be fair to two or three they warned me that the process was flawed and that I needed to be careful). The problem came from an employee who was underperforming and had the ear of the chair of trustees of the charity. The lack of complete anonymisation enabled it to be worked out who it was (and another employee told me in any event). The classic was when, after being given the main bundle of responses I was then given an individual one - written and signed by the appraiser as their opinion of working with me. It was not all bad news but it did rather destroy the process. Hey ho, we move on and avoid employers who talk 360 degree appraisals. All previous appraisals, in commercial and voluntary sector, have been positive and forward looking. I look forward to my appraisal next week - and by the nature of my work I know that it is an effective 360 in that I am in a very public role and people comment.
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