360 Degree Feedback Process, Communication, and Coaching Resources

To Order:

Contact us at to get a free preview sampler: 760-633-4444 or E-Mail

When you use The Complete 360-Degree Feedback Resource Kit, you can be confident that you have done everything to ensure that the 360-Degree Feedback process benefits all stakeholders - no matter what tool you use!

This nine-part kit will lead you step-by-step through proven methods of preparing, training and debriefing the organization: leaders, subjects, and responders.

Includes reproducible participant handouts, self-study resources, and full-color, editable PowerPoint presentations, 5 volumes of detailed information, and the complete, authoritative text on coaching.

A three-chapter how-to manual including the following:
• All About 360-Degree Feedback, what it is, how to harness its power
• 7 steps to designing an effective 360-Degree Feedback process
• 4 key factors to ensure a successful 360-Degree Feedback project

A detailed, 3-hour workshop design for preparing subjects of the 360-Degree Feedback process. Includes scripted Facilitator’s guide and PowerPoint presentation.

A detailed, 3-hour workshop design for preparing responders in the 360-Degree Feedback process. Includes scripted Facilitator’s guide and PowerPoint presentation.

A 3-hour post-360 group debrief session for subjects, with scripted Facilitator’s guide and PowerPoint presentation.

A detailed two-session guide to debriefing and coaching feedback subjects individually.

Complete information package for subjects of the 360-Degree Feedback process, including workshop handouts and self-study resources (allows unlimited reproduction).

Complete information package for responders in the 360-Degree Feedback process, including workshop handouts and self-study resources (allows unlimited reproduction).

Handouts for 360 planners, including timeline, questions for organizational leaders, design guide, tool selection questions, and user satisfaction survey (allows unlimited reproduction).

by Timothy Bentley and Esther Kohn-Bentley (2002: Irwin Publishing), a practical, inspiring step-by-step guide through the four phases of the coaching relationship. This book is included when you purchase The Complete 360-Degree Feedback Resource Kit.

A 3-chapter manual with everything you need to know about managing the 360-Degree Feedback process.

Partial contents:

About 360-Degree Feedback - the importance of feedback for people's learning, how 360 works, how to harness its special powers, the crucial facts on how feedback helps humans develop
Sample communications
How 360-Degree Feedback can help your organization learn and grow
How to design a 360 process for an organization -- the complete 7-step process, including goal-setting and preparing the leadership, the design team, and the administrator
The 4 key factors to encourage responders, reduce anxiety, and ensure a successful 360-Degree Feedback project

3-hour scripted preparation workshop for subjects of the 360-Degree Feedback process.

Partial contents:

The concept, the benefits, and the power of 360-Degree Feedback
Common reactions to feedback
A model for understanding and receiving feedback
How to select responders
How to create a supportive environment and overcome barriers
How to ensure confidentiality
How to communicate with responders

A 3-hour scripted preparation workshop for responders in the 360-Degree Feedback process.

Partial contents:

The benefits and opportunities in being a responder
Concerns about giving feedback
Do's and don'ts of giving feedback
How to avoid common rating errors
How to offer additional, constructive comments

A 3-hour scripted group debrief workshop for subjects where they receive their reports.

Partial contents:

Creating a positive feedback mindset
Getting the most value from your report
Understanding ratings
Making sense of the comments
Preparing for the individual debrief
Closing the feedback loop with responders

A guide to conducting 2 one-on-one coaching meetings with subjects of the 360-Degree Feedback process.

Partial contents:

Warming Up the Session
Celebration of Successes: Focusing On The Good News
Addressing Areas for Development: Attending To The Challenging Feedback
Commitment to Change: Turning Reflection Into Promise
Action Planning: Turning Promise into Action
Conclusion: Empowering The Journey

Sample communications for use with the 360-Degree Feedback process
Practical suggestions to ensure confidentiality
Practical workshop activities to improve the quality of the feedback
Experiential, meaningful exercises using real-life examples
Book: Leadership Coaching for the Workplace by Tim Bentley and Esther Kohn-Bentley
PowerPoint presentations to accompany all workshops
Facilitator's Forms (reproducible)
Participant handouts/guides (reproducible) for all workshops

Complete 360-Degree Feedback Resource Kit. $795.00 US + $25.00 Shipping and Handling

The 360 Smart Kit CD contains critical up-front information for implement and designing 360 feedback projects in your organization. It's a great tool for getting your feet wet when investigating what's involved when designing and implementing a 360 feedback project. Before making a significant investment in any 360 systems and tools, consider purchasing this low-cost overview of 360 feedback to determine if 360 is right for your organization. If you already know you want to move forward with 360, we recommend a more comprehensive product such as The Complete 360 Feedback Resource Kit.

Note: The hyperlinks on the graphics above and the "click on the image to see full size" are for illustration purposes.

Leadership Coaching for the Workplace

by Panoramic Feedback™ founders Esther Kohn-Bentley and Timothy Bentley, offers a step-by-step guide to the coaching relationship.

It's practical, inspiring, and thorough:

How to develop leaders for this new age
The Deep Learning process for coaching that "sticks"
Case examples and narrative dialogues
Assessment tools to improve outcome
Sample forms: contracts, action plans, evaluations
Contact information for resources, training, and accreditation
Bibliography

The Deep Learning Process guides us into the fascinating territory of the human development process. It enables the coach to approach with confidence those situations which others might avoid as intractable. It helps unleash the potential of those who have accomplished much and are highly valued, but have stalled. And it provides reason to hope for those about whom most others have already given up hope.

The reason it is so effective is that it addresses not simply that aspect of the mind which we define as 'rational', but the mind in all its fullness. It attends to emotions and instinctive responses, to memories, beliefs, assumptions, values, and principles. It allows us to connect equally with that greater part of which we are not even conscious, the deep and powerful flow of the unconscious mind which sometimes sweeps us through our lives without our ever noticing it.

This is a process universally applicable. It encompasses not just techniques of human development (what to do, when, and how) but equally the more subtle motivations of personality (why we cling to archaic behaviour, why we change). It enables the leadership coach to respond, with respect and effectiveness, to the complexity of human nature. Rather than simply resolving external problems located in the workplace, it helps people to change their lives.

Central to the Deep Learning Process is the conviction that human beings in their natural condition have an insatiable urge to grow and to learn. We are intensely curious about what we can accomplish, and we have more power to develop than many think.

In some people that may be less obvious, usually because traumatic events have hidden or frustrated this drive. Think, for instance, of the person who was told repeatedly as a child that she or she would never learn, or who is struggling for emotional survival within a poisonous work environment. Without the stimulation offered by outside help, such people may never realize that they have an innate capacity to exceed the limitations of personal history and circumstance.

They may not recognize that they can harness their essential genetic programming to keep on developing. For even when it has been clouded by cruel circumstances, the ability to grow remains a foundational aspect of our humanity. The Deep Learning Method enables leadership coaches to be ever hopeful and effective, because it addresses and harnesses the fundamental qualities of those with whom we work.

The colourful truth about human beings is that we bring much more to any new learning situation than the demands of the job. Within ourselves we carry individual intelligence, unique memory-driven behaviours, and a complex of emotions. Frequently these factors tug us in opposing directions, making the process of learning complicated, increasing the possibility of failure and a backward slide into familiar routines.

Our natural human condition is a mix of motivation and apprehension, enthusiasm and complacency, confidence and diffidence, energy and resistance, vision and fear, future-oriented thinking burdened with past memories. The Deep Learning approach reminds coaches to keep our eyes wide open to the complex reality of human nature and behaviour.

Because the Process provides an in-depth framework for the coach's work, the coachee is guided more deeply into reflection and is supported in exploring underlying hindrances to successful performance.

The Deep Learning Process is powerful because coachees learn how to learn. As a result, the likelihood of their retaining accomplishments is greatly increased. Gradually the patterns that lead to success become habitual, even in cases where they did not initially expect to make deep personal changes.

Deep Learning not only addresses human ambiguity, but brings additional benefits. Learning about learning is high on the list. The coachee comes to understand how she learns best, how to manage her learning, how to reinforce her changes.

That means that the learning is transferable. The next time the meeting-challenged person runs into relationship problems in the workplace -- whether meeting-related or not -- she is likely to apply what she learned through the coaching experience. Not only that, but she may apply it in the family or the community, and the more she grows in those areas, the more her workplace performance will improve.

Learning in this way demonstrates substantial career benefits, as it helps the person become a better manager with better individual relationships, better team relationships, a better bottom line, and better promotability.

And because the person gains in both self-awareness and an understanding of her effect on others, the learning is not here today, gone tomorrow. It will last and continue to affect her work and relationships throughout his career.

Book: Leadership Coaching in the Workplace	The Heart of Coaching Series
	Book: The Heart of Coaching	Facilitator's Kit and Participant Manuals for Training Coaches