6 Key Elements of an Effective 360 Degree Feedback Coaching Session

In our previous feedback post, we examined the number of benefits that coaching plays in the 360 process. One of the key benefits of coaching is that it increases the participant’s awareness of their actions and behaviours. This dovetails into today’s post, where we explore six key elements of an effective 360 degree feedback coaching session starting with ‘increasing awareness’ and ending with ‘change’.

1. Awareness & responsibility:

   Increasing awareness forms the basis of effective coaching. As the participant becomes more self-aware and understands how others perceive them, they become more open to change. Coupled with this awareness is responsibility. Self-improvement is only truly effective when the participant takes responsibility for the development process.

2. Subject centered:

   As the 360 process is focused on improving the skills of the participant, it is important that the coaching session be subject centered. The desire and ability to improve comes from within the individual who therefore needs to guide the feedback session. It is important that the subject owns the process and is empowered to create the agenda, make decisions and set goals.

3. Relationship building:

   Creating and maintaining a coaching relationship is center-stage to effective coaching. It is important that this relationship be based on mutual trust, respect and honesty. The relationship must encourage open, two-way communication in a safe and confidential setting. This open feedback dialogue is often referred to as a ‘learning conversation’ or ‘learning relationship’ whereby both parties share knowledge, skills and experience.

4. Encouragement:

   The coach plays a critical role in creating an effective feedback session by actively listening, questioning and encouraging the subject. The coach guides the participant’s journey of self-awareness by asking insightful and challenging questions. The coach also provides motivation and helps build the self-confidence of the subject by focusing on strengths.

5. Goal setting:

   A coaching session or relationship isn’t effective without setting personal and professional development goals. The coach and subject together discover strengths and areas for improvement within the 360 degree feedback results. These areas form the basis for the creation of a personalized training and development plan. The action plan includes the subject’s goals for improvement in regards to modifying behaviours and/or developing new skills.

6. Change:

   At the heart of effective coaching is personal growth and improvement. The 360 evaluation discovers the subject’s areas for improvement (or gaps) which through coaching and development lead to change. Through the feedback process, the participant becomes more self-aware and open to addressing gaps to become more effective. The coach helps the subject change by providing coaching and by helping create achievable development goals. However, it is the subject alone who is responsible for change through action: either by modifying their behaviour or by acquiring new skills through training.