360-Degree Feedback Self-Development Series
"So what should I do, now that I have my 360-degree feedback report?"
The Self-Development Series is an information-packed guide for those who wish to experiment with new, more productive ways of working.
It includes a comprehensive set of over 2000 practical suggestions for growth, covering 42 competency areas.
It can be used by individuals motivated by the 360-degree feedback process, with its opportunity to see themselves from the perspective of others. (It does not require the use of Panoramic Feedback.)
It's equally valuable for individuals who know, or whose manager has pointed out, that they need to develop new skills.
Why Does It Work So Well?
Growth requires taking risks, trying something new, stretching beyond one's comfort zone. The Self-Development Series helps users employ a variety of activities, and integrate those activities into daily routines, creating new, more effective ways of working and relating in the workplace.
Its goal-setting and action-planning Workbook, and its Progress Log, ensure that users:
- Create appropriate goals.
- Stay on track in their development.
- Establish a basis for performance management and coaching by their managers.
Here's the content:
- 42 information-packed chapters, each focused on a specific competency, each packed with development suggestions, exercises, and a variety of resources.
- A workbook for users: Guide to Creating Your Development Plan.
- A Progress Log which helps users record their development progress. Where appropriate, it can be shared with their managers and used as the basis of performance discussions.
- A complete summary of the Competency Headings, each with its own list of Behavior Descriptions.
- A complete list of Competency Headings for quick reference.
42 Competency Chapters
Each chapter provides the following comprehensive information:
- Behavior descriptions that clarify the skills required for that competency.
- Suggested experiential activities for skill development for the workplace.
These activities are primarily work-related and can be practiced on the job. In addition to developing stronger skills, they serve to enlist the support of co-workers in the change process. This frequently inspires growth in others as well.
- Suggested activities for personal development.
Sometimes it is easier to begin trying new skills outside the workplace. After using them in their personal life, the individual can comfortably bring them into the workplace.
- List of reading materials to support skill development.
- List of available training programs, targeted at the specific competency.
- List of videos and audiotapes.
- Links to website resources, business cases, and articles.
Workbook For Feedback Recipients
Topics in the Guide to Creating Your Development Plan include:
- Enhancing your strengths.
- Determining areas for development.
- Gathering resources to support your development.
- Preventing slippage into old patterns.
- Creating an action plan (action-planning form included).
This is a journal for individuals as they work on the development of particular skills.
You can leave it in their hands entirely, or ask their manager to contribute too. It can form an important part of the performance appraisal process and may also be added to the employee's record as an indication of her/his efforts and progress.
- Record successes to date.
- Record barriers to success.
- Record plans for overcoming barriers.
- Record "next steps".
- Can be dated and signed by both the individual and, if desired, his/her supervisor.
- If desired, the supervisor can contribute comments and suggestions.
- Additional blank forms can be downloaded for continuous recording of progress over time.
How to Use the Self-Development Series
- Install the Self-Development Series on your LAN (Local Area Network) and make it available only to those employees who have completed a 360-degree feedback process.
- Install it on your LAN and make it available to all employees to use as they embark on their development plan at any time—whether associated with a 360-degree feedback process or not.
- Attach the relevant chapters (areas where development is needed) to each subject's 360-degree feedback report or performance review.
- Use it as a stand-alone coaching resource that business coaches or managers can provide to employees, to ensure development goals are met.
- Customize it, without limitation, to match your organization's 360-degree feedback tool. Add publications, internal training programs, programs in your local area, etc.
- Use the Summary of Competencies and Behavior Descriptions as a guide to creating your own 360-degree feedback questionnaire.
- Give the workbook Guide to Creating Your Development Plan to each 360-degree feedback report recipient, so s/he can work through the report and create an action plan.
- Make the Progress Log available to those who have developed an action plan and are working towards specific development goals.
Self-Development Series Competencies455 Behavior Descriptions fall under these 42 Competency Headings: