FAQ's

We answer your typical questions about what to expect as a Participant and allay any fears about being an Observer.

Participant Questions

Q - Surely I will rate myself 5 for everything?
A - This is an opportunity to critically review your skill set as a manager rather than considering your technical skills – which have probably led to your current position. Understanding your strengths and development areas will allow you to develop, so mark yourself honestly

Q - Can I see my report as people complete their feedback?
A - No your report will only be produced when the deadline is reached and as many people as possible have completed your 360

Q - Can I find out who said what about me?
A - No. The process is completely confidential.

Q - What if I really want to know, as it would be helpful for my development?
A - Sorry, can’t help you. It’s confidential. But look – all this process does is make you aware of where you can improve – so start asking colleagues and people who work for you how you can improve – they will be surprised at first but willing to support you. So just ask.

Q - All this analysis of my performance – will my manager use this against me?
A - No. This 360 is for your benefit. Unless this is part of a wider process concerning your promotion (which you will be aware of by now) then this report is confidential to you and your coach who will go through the report with you.

Q - What if the 360 review is really negative?
A - This just means that you have work to do! It is rare that a 360 review is really negative. Sometimes though, our personal circumstances mean we treat people in a particular way, sometimes we have simply never considered how the way we act impacts on other people. Now you will be aware of your impact on others around you. Now you can choose to change, or not.

Q - People are bound to say negative things about me…
A - In our experience of reviewing 360 reports over the last 15 years, people rarely do this unless they want to help you change for the better and that has to be a good thing – doesn’t it? This will mean you know exactly the behaviours that demotivate other people. Now you can decide how to act differently in future.

Q - I bet I can still find really negative comments…
A - If you look for anything you will find it. But that is pointless. You will get the most from this process by being objective and understanding how people see you in each of the categories. You will naturally have some strengths and some development areas. You are human after all!

Q - What is Johari's window?
A - Johari's window relates to the way we are perceived by ourselves and those around us. What we choose to share with others is in the 'Public' arena. What we conceal from others is 'Hidden'. That is our choice and may be purposefully done or simply as a result of not being asked. Of course people who work with us can see things clearly that we cannot. We are blind to these development areas and they are in our 'Blind Spot'. In the last box we have 'Hidden Potential'. In here is a range of possibilities of which no one is aware. By giving people feedback in the 360 we offer them a chance to reduce their 'Blindspots'. By choosing to share personal information we reduce our own Hidden areas. This increases trust and potentially effectiveness too.

Observer Questions

Q - Is this anonymous?
A - Completely.

Q - Will the participant be able to view my answers on line?
A - No, never.

Q - What about the text box comments – could a participant work out who I am?
A - Depending on the comments you make and the language you use – yes they might. The idea behind ‘Your360’ is to offer people suggestions for how to improve their management and interpersonal skills, so what you tell them in this survey should be something you would be prepared to elaborate on face to face with them

Q - The scoring scale is 1-5. Does that make 3 ‘average’ performance?
A - No. The score system is:

1. Rarely demonstrates this behaviour
2. Sometimes demonstrates this behaviour
3. Demonstration of this skill is variable.
4. Regularly and consistently shows this as a strength
5. This person is a role model when considering this behaviour and clearly demonstrates this quality to others

Q - Nobody is worth a 5 – everybody can improve.
A - Anybody can score a 5 – even with you marking! A score of 5 does not mean they are perfect! It means their abilities in this area demonstrate they are a role model to others.

Q - What is Johari's window?
A - Johari's window relates to the way we are perceived by ourselves and those around us. What we choose to share with others is in the 'Public' arena. What we conceal from others is 'Hidden'. That is our choice and may be purposefully done or simply as a result of not being asked. Of course people who work with us can see things clearly that we cannot. We are blind to these development areas and they are in our 'Blind Spot'. In the last box we have 'Hidden Potential'. In here is a range of possibilities of which no one is aware. By giving people feedback in the 360 we offer them a chance to reduce their 'Blindspots'. By choosing to share personal information we reduce our own Hidden areas. This increases trust and potentially effectiveness too.