360 Degree Feedback: ‘What’s strong?’, rather than ‘What’s wrong?’
April 28th, 2010 | Published in 360 Degree Feedback, 360 appraisal, Coaching, Employee engagement, Feedback, Management skills, Measuring Performance, Strengths based 360, motivation, positive psychology
This is a great article summarising 10 Strategies for focusing on What’s Strong, rather than What’s Wrong, in counselling and therapy.
The Strategies could equally apply to making your 360 Degree Feedback, and the coaching and development that support it, positive and empowering for managers and employees.
You can do this by:
- Defining what great performance looks like, and building your 360 Degree Feedback around the actions that indicate great performance
- Focusing only on less strong behaviours if those behaviours are critical for the individual in doing their job and achieving their objectives.
- Discussing with individuals how they can practically put their strengths to best effect when doing their job
- Using strength based questions to solve problems, such as ‘How can you use this area of strength to bring about the results you want’?
