This slideshow answers several key questions about 360 degree feedback questionnaires: What is 360 feedback? When can we use 360 degree appraisals? Why should you use FindingPotential 360 degree feedback? Who already uses FindingPotential 360 feedback? Alongside an implementation overview for 360 degree feedback questionnaires. It also addresses: Why is it free 360 degree feedback? When can’t you use a 360 degree appraisal?

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®
Prepared for {Client Name} on {Insert Date}
Introducing 360 Feedback in our organisation
21st February 2011

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Agenda
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What is 360 feedback?
When can we use 360?
Why should we use FindingPotential 360?
Who already uses FindingPotential?
Implementation overview
And it looks good
 Why is it free?
 When can’t we use it?
www.findingpotential.com

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What is 360 feedback?
 A highly effective and efficient way of gathering feedback on
leaders/managers
 Called 360 as gathers feedback from all perspectives/ angles
 Individual (Fo c us ), line manager, direct reports, peers and others
 Anonymous online process
 Not a silver bullet, a starting point for leadership development
www.findingpotential.com

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When can we use 360?
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Newly hired/promoted senior manager
 Ensures alignment on priorities and awareness of impact on new colleagues
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Leadership/management Development
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Basis for personal development of managers at all levels
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Talent planning initiatives
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Part of process for identifying our talent population
Starting point for individual talent’s career development
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Succession planning process
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Informs succession planning and leadership development strategies
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Bonus related performance review
 Tangible link between leadership behaviour and performance
 Standardised element of performance review across functions
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Performance improvement process
 Identify potential causes of underperformance, and support improvement
www.findingpotential.com

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Why should we use FindingPotential 360?
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Focuses on performance, as well as leadership behaviour
Easy to interpret and build action plans
Simple and quick to implement
Entirely free to use, so we can invest in developing our managers
 Able to re-measure to assess progress (without the need for ongoing budget)
 Able to personalise (e.g. our logo)
 Range of materials to support development (also free)
www.findingpotential.com

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What does FindingPotential 360 measure?
Leadership and Management Competencies
11 competencies rated by importance and grouped into 3 core areas
Managing Self ~ personal drive and accountability, handling pressure and thirst for
development
Managing Relations with Others ~ how the manager interacts with, build relationships with and
lead others
Managing the Business ~ decision making and execution, understanding the wider business
context and leading in change
Also grouped according to style of leadership behaviour
 Transactional (‘Doing it right’) and Transformational (‘Doing the right thing’)
Performance Profile
Focused on four key areas that drive organisational performance:
Clarity ~ on vision, performance priorities and roles in delivering
Confidence ~ building belief in collective and individual ability to deliver
Enablement ~ ensuring the organisation and their people can perform
Impact ~ of a leader’s key decisions over the last 12 months
www.findingpotential.com

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Implementation overview
www.findingpotential.com

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And it looks good
www.findingpotential.com

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Why is it free?
 Launched as a core part of TalentDrain’s marketing strategy in November
2009
 TalentDrain’s unique capability means allows to deliver high quality tools
for free
 Expertise in building psychometric tools (mostly ex-SHL people)
 Existing technical platform, for core TalentDrain products
 Two main aims behind FindingPotential
 Encourage organisations to invest in engaging, developing and retaining their
talent, rather than an endless spend and focus on recruitment
 Raise TalentDrain’s brand awareness and thus grow
their core business revenue
www.findingpotential.com

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When can’t we use 360?
 Bonus related performance review
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Can lead to a culture of collusion (i.e. complicit positive feedback)
Mixes performance reviews with development conversations, detracting from
development focus
 Redundancy/Downsizing process
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Never use 360 as any part of a redundancy or downsizing process
 Performance improvement process
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If heading towards any kind of formal disciplinary process don’t use 360
www.findingpotential.com