I get a lot of questions about how to build online peer coaching networks and development cultures within organisations, so let me give you a specific example of the ongoing development integrated into the my360plus system.
Meet ‘Dave’ – who uses my360plus as a key part of his development. Dave has looked at his profile from the 360 degree feedback regarding his use of High Performance Behaviours. He can clearly see that he could develop a strength in the behaviour ‘Inspiring Confidence’. He feels that this behaviour should be his focus for development, as he is now in charge of a larger project team and has to be able to make firm decisions and instil confidence in the project’s success.
The my360plus system asks him to share this development goal with a network of colleagues, and they will in turn be prompted on how to support and coach him. my360plus will guide Dave’s colleagues through every step, with easy instructions and helpful video support. The system is fully automated and virtually admin-free.
Over the development period Dave has chosen, they will be asked to post feedback on very specific behaviours such as:
- …present in a way that gets the audience excited?
- …really get everyone excited and feeling positive about the future?
- …create some real positive energy and ‘buzz’ in the team?
- …motivate someone who is under pressure to believe in a successful outcome?
Equally does Dave ever…
- …demotivate someone by focussing on a negative outcome?
- …portray a pessimistic view with no sense of a solution or way forward?”
The network will be regularly prompted to feedback comments onto Dave’s online development profile. They are given guidelines how to do this:
- “Your comments can be positive or negative, but they must be objective and constructive.
- Be specific and give examples if possible.
- Comments must come from your own experience of working with Dave. It is not useful to use hearsay.
- You might like to consider anything you feel Dave should do more of, less of, stop doing, start doing or do differently.”
Dave can access his development profile at any time and is notified of any new feedback posts. He can select the timeline in which he wishes to concentrate on a particular behaviour, and he can review in real time any impact on his performance. Development is immediate, specific and has observable results.
Usually several people in the network are seeking and getting feedback on their chosen development goal, so feedback becomes more ‘natural’ in the whole team culture.
With today’s increasing use of social media, we are all becoming more open and accepting of feedback on a daily basis. my360plus taps into this trend to develop individuals and development cultures.
Leadership development is the most important talent issue facing UK organisations this year, according to Deloitte’s UK Human Capital Trends 2014 report. It also revealed that the increased focus on leadership development could be due to changing leadership needs and the challenge of addressing multiple generations of leaders, with ‘the Millennial Generation’ now accounting for 34% of the global workforce, set to swell to 75% by 2025.
We have all seen this new wave of employees enter the workforce with a new set of aspirations and expectations than those traditionally held. They grew up watching their parents working long hours in inflexible, structured ‘jobs for life’ so, when it came to their turn to enter the working world, they quickly began to challenge established practices.
The challenge has been for organisations to align their leadership development with this changing, more dynamic culture. This new force of leadership looks for new and more innovative ways to develop this skill set.
In developing the social feedback tool of our my360plus leadership development program, many of the features were developed with this in mind. This new generation wants instant proven results, delivered in real time, without time-consuming admin or time away from the office. We also know that giving and receiving feedback online is now more readily accepted as ‘the norm’, with social media embedded in daily lives.
So what is ‘social feedback’? Our my360plus leadership development starts with a 360 leadership profile with specific, objective feedback on the use of Schroder’s high performance leadership behaviours. The results are delivered in plain meaningful language, and the acclaimed ‘Social Feedback’ feature ensures continuous development by creating online learning networks whereby colleagues are coached to coach each other on specific skills. The whole system is user friendly and fully automated, providing real-time performance improvements for today’s leaders.
Interested – why not try a free online demo now?
‘I have already seen major changes in how people are behaving at management meetings and it’s making a big difference’ Global HRD