360 Review System: Impactful Feedback System That Gets You The Results
Focus on True Development Discussions, Avoid Emotions and Blindspots!
Instructor :
Audrey Halpern
Webinar ID:
4257
Date: 19 October 22, WED
Start Time: 11 am PT
Duration: 90 Mins.
What you will learn
- What is a 360 Tool and Its Purpose
- Usefulness and Benefits Vs Disadvantages and Limitations
- Common Mistakes to Avoid, Responsibilities by Role
- Designing Assessments and Survey Questions
- What is a 360 Tool and Its Purpose
- Usefulness and Benefits Vs Disadvantages and Limitations
- Common Mistakes to Avoid, Responsibilities by Role
- Designing Assessments and Survey Questions
- 360 Feedback Cycle, Preparing for the Feedback Meeting
- Techniques for Effective Feedback
- Types of Feedback and more..
Course Description
While a standard review is about the job an employee does, a 360 review is about the employees themselves. This very fundamental difference makes 360 review systems very personal and very powerful!!
360-degree activities are usually based on 2 key assumptions:
- Awareness of any gap between how we see ourselves and how others see us increases self-awareness.
- Increased self-awareness is key to improving performance as a leader.
Hence, 360-degree feedback becomes a foundation block for management and leadership development programs. But for it to be worthwhile, the process has to be implemented in a way that engages leaders so they are compelled and motivated to become better at their job.
Unfortunately, too many companies don’t implement the 360-degree feedback process correctly. The outcome? Little, if anything, changes.
As a result:
- The mindset of the leaders who received the feedback report isn’t altered. They don’t change their behavior toward others.
- This process doesn’t do any damage (other than wasting time and money), but it’s a missed opportunity — for the leader and the company.
Join Audrey Halpren, a faculty member of the American Management Association and an interpersonal skills trainer, to learn what is a 360-degree review system and how you can implement the same effectively to reap its benefits.
Join now!
While a standard review is about the job an employee does, a 360 review is about the employees themselves. This very fundamental difference makes 360 review systems very personal and very powerful!!
360-degree activities are usually based on 2 key assumptions:
- Awareness of any gap between how we see ourselves and how others see us increases self-awareness.
- Increased self-awareness is key to improving performance as a leader.
Hence, 360-degree feedback becomes a foundation block for management and leadership development programs. But for it to be worthwhile, the process has to be implemented in a way that engages leaders so they are compelled and motivated to become better at their job.
Unfortunately, too many companies don’t implement the 360-degree feedback process correctly. The outcome? Little, if anything, changes.
As a result:
- The mindset of the leaders who received the feedback report isn’t altered. They don’t change their behavior toward others.
- This process doesn’t do any damage (other than wasting time and money), but it’s a missed opportunity — for the leader and the company.
Join Audrey Halpren, a faculty member of the American Management Association and an interpersonal skills trainer, to learn what is a 360-degree review system and how you can implement the same effectively to reap its benefits.
Join now!
Why you should attend
In most of the cases, performance review often becomes a negotiation around compensation and promotion rather than a true development discussion.
Most employees are familiar with the typical annual or semi-annual reviews that their supervisors routinely conduct. However, these reviews only involve the employee receiving feedback from a single perspective: their manager’s.
While those reviews are vital, they rarely provide feedback that leads to the employee’s professional development.
Typically, a standard job review focuses on the employee’s success (or failure) level in performing their current job duties and not much more!
360 reviews help people develop business and interpersonal skills. In particular, they focus on 3 key pieces of feedback:
- Identifying a starting point for the development of new skills.
- Measuring progress as the subject works on skills over time.
- Identifying the personal blind spots of behavior and the impact everyone has but never notices.
In a 360 review, you get the combined perspective of a manager and several peers about an employee’s teamwork, communication, leadership potential, and management skills.
In this interactive webinar, Ms. Halpren will show the participants how by laying themselves open to praise and criticism from all directions and inviting others to do the same, they can guide their organizations to new capacities for continuous improvement.
Enroll Now!
In most of the cases, performance review often becomes a negotiation around compensation and promotion rather than a true development discussion.
Most employees are familiar with the typical annual or semi-annual reviews that their supervisors routinely conduct. However, these reviews only involve the employee receiving feedback from a single perspective: their manager’s.
While those reviews are vital, they rarely provide feedback that leads to the employee’s professional development.
Typically, a standard job review focuses on the employee’s success (or failure) level in performing their current job duties and not much more!
360 reviews help people develop business and interpersonal skills. In particular, they focus on 3 key pieces of feedback:
- Identifying a starting point for the development of new skills.
- Measuring progress as the subject works on skills over time.
- Identifying the personal blind spots of behavior and the impact everyone has but never notices.
In a 360 review, you get the combined perspective of a manager and several peers about an employee’s teamwork, communication, leadership potential, and management skills.
In this interactive webinar, Ms. Halpren will show the participants how by laying themselves open to praise and criticism from all directions and inviting others to do the same, they can guide their organizations to new capacities for continuous improvement.
Enroll Now!
Areas Covered
- What is a 360 Tool
- Purpose of a 360
- Usefulness and Benefits
- Disadvantages and Limitations
- Responsibilities by Role
- Introducing a 360
- Designing Assessments and Survey Questions
- 360 Feedback Cycle
- Preparing for the Feedback Meeting
- Techniques for Effective Feedback
- Types of Feedback and more..
- What is a 360 Tool
- Purpose of a 360
- Usefulness and Benefits
- Disadvantages and Limitations
- Responsibilities by Role
- Introducing a 360
- Designing Assessments and Survey Questions
- 360 Feedback Cycle
- Preparing for the Feedback Meeting
- Techniques for Effective Feedback
- Types of Feedback and more..
Who is this course for
- Supervisors
- Team Leaders
- Business Owners
- Senior Executives
- Project Managers
- Strategic Planners
- Management Consultants
- Entrepreneurs
- Human Resource Professionals
- Personal Development Specialist
- Supervisors
- Team Leaders
- Business Owners
- Senior Executives
- Project Managers
- Strategic Planners
- Management Consultants
- Entrepreneurs
- Human Resource Professionals
- Personal Development Specialist
Instructor Profile
Audrey Halpern has had an exemplary 20+yr career in learning and development, training and facilitating essential interpersonal/soft skills, sales skills, and onboarding programs. She knows that improving an employee’s professional skills directly relates to the bottom line.
As a highly engaging interpersonal skills trainer/facilitator, she helps individuals and teams become more self-aware and proficient through emotional intelligence concepts.
She has knowledge of various adult learning theories, content development, implementation of assessment, and measurement of learning.
Her training solutions (virtual and on-site) help to grow and retain top talent and eliminate silos and encourage creative thinking. As a trainer, she has the ability to translate complex concepts/data into easy-to-understand presentations.
Audrey’s philosophy is centered on two questions…. How can I improve things around me? and How can I assist people in becoming more self-aware?
Audrey works with both global and US based clients to re-tool and re-skill employees at all levels.
Her art background and creativity inspires her out of the box thinking and generates immediate impact in areas such as:
- Increasing customer experience
- Generating productivity to affect bottom-line results
- Retention/ on-boarding, employee engagement/ Internships
- Eliminating silos
She is a faculty member of the American Management Association. Audrey has developed cross-cultural communication and emotional intelligence with culturally diverse teams in various industries.
