Keys to Success - 360 Surveys

  

A critical part of gathering information in Phase I of a coaching engagement is collecting insights from the people in an organization around the executive being coached through a 360 survey. Here are a few guidelines to making this important step fully effective:

• Gather information from at least eight people in order to have full confidence as to the strengths and areas that need development for the executive being coached.
• A recommended question to uncover strengths is: “What elements of the managerial style of the executive being coached are supportive to your effectiveness in the organization and contribute to his/her performing at a high level?”
• A recommended question to uncover areas that need development is: “What elements of the executive’s managerial style, if changed, would enhance your effectiveness and contribute positively to his/her performance in the organization?”
• In analyzing the responses to the 360 survey, do not use comments that were made by only one person as the comment may be idiosyncratic to the relationship between the executive being coached and the person in the 360 survey and therefore transparent to the executive.
• Prepare a written report to summarize the information gathered. Use this feedback to
  make the first effort to suggest coaching goals. Provide a single copy to the executive
  being coached and no one else.
• Allow time for the impact of the feedback to be absorbed by the executive.
• Remember throughout the coaching engagement that this feedback is very valuable.