360 Feedback Report Best Practices- Part 2 of 6

As we learned in the last segment, the primary focus of the feedback report should be a change model that shows participants what to do next in each stage of the skill development process. Once you learn what to do, the second principle can be applied.

The second design principle that is essential for a report that can transform feedback into behavior change is that it should:

2) Empower A Positive Mindset

Receiving ratings from your manager, peers, direct reports, and others is inherently riddled with anxiety. Participants often approach the 360 experience with fear and trepidation because of the uncertainty and potential for negative feedback.

Starting the report with a change model, instead of leadership models or data analysis, shifts the participant's focus from the feedback to clear, manageable expectations. Participants see how they can follow the change process and succeed, even if their feedback is discouraging.

Every 360 Report identifies good news in the form of strengths and hidden strengths. Using that good news to walk-through the change model gives the participant confidence they have the skills to succeed. It shifts their mindset from anxiety to confidence.

To read Part 1,  click here.