360 Feedback – Coaching Process

A 360 review process is tremendously more valuable than a 360 process performed in a non-coaching framework. It allows for significantly more “buy-in” from the recipient. The recipient becomes a coachee in the process and the goal of development is expressed exponentially. In a non coaching 360 process, development is stressed but there is so much fear as to who sees that results and what are they really going to do with the results? Is it going to impact my career? Is it going to impact my pay? These along with several other questions come to mind. A 360 process performed in a coaching framework enhances buy in and the coach will ask powerful questions and deflects any potential fears in the coachee.

When a 360 is requested by a plan sponsor, in order for the process to be truly developmental, confidentiality is key. It is completely up to the coachee to deliver feedback and action plans to their manager and/or plan sponsor in their own way in order for the process to be truly developmental. In order for the process to really add the most value as possible, the participants need to be selected on their overall objectiveness, ability to share and knowing both the strengths and weaknesses of the client.

K. Gordon & Associates (Karen Gordon), as a CEC will work with clients to ensure they take that leap of faith that the process is 100% developmental in nature and that the plan sponsor receives valuable feedback.