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.