5 Benefits of Coaching in a 360 Degree Feedback Process

In our previous post, we reviewed the myriad of roles in the 360 degree feedback process. One of the key roles identified is that of the coach or facilitator. Coaching plays an important role in feedback delivery as it is one of the most effective methods of achieving employee development.  Utilizing a coach in the feedback process benefits the employee and the organization in a variety of ways. Today’s post will examine the benefits of coaching in a 360 degree feedback process from ensuring understanding to increasing effectiveness.

1. Ensures understanding:

   A subject may receive a feedback report and be confused about the results and/or negatively react to them. The presence of a trained coach helps the participant receive, interpret and understand the results. As an objective observer, the coach provides a balanced and unbiased interpretation of the feedback. The coach also encourages the participant to take ownership over the feedback and of their own development.

2. Increases awareness:

   The coach helps the participant analyze the feedback leading to increased awareness over actions and behaviors. The coach guides the subject through the data to uncover strengths, areas for improvement and blind spots. Blind spots (differences in perception) are often difficult for the subject to accept as they are not aware of these behaviors. The trained coach helps the subject understand the blind spots to get a realistic and balanced view of their behavior.

3. Assures confidentiality:

   One of the great advantages of using a coach is that it creates a safe and neutral environment for the open discussion of feedback. With confidentiality assured, the subject feels more at ease at receiving and discussing the 360 results. Utilizing an external coach is a benefit to the feedback process as they provide unbiased, honest and professional advice.

4. Empowers development:

   The coach plays a very significant role in the professional development of the employee. According to research, the combination of 360 degree feedback and coaching increases leadership effectiveness up to 60% (Thach 2002). The coach helps the individual discover strengths and areas for improvement and advises on how to build in those areas. Together the coach and subject create an action plan for improvement that addresses behaviors to modify and/or skills to develop.

5. Increases effectiveness:

   Ongoing coaching can result in behavior change and new skill acquisition both of which increase the organization’s effectiveness. The presence of a coach who encourages employees to take control over their individual development also results in a more motivated and engaged workforce. The higher employee engagement coupled with the commitment to development also improves team effectiveness and working relationships.