音乐教学中渗透环保教育工作总结Titl.pptxVIP

360 degree feedback:facilitation advice for line managersThis is an illustrative briefing pack for line managers preparing to run feedback sessions for their teams using TPMG’s orbitPLUS. Clients are invited to customize this for their own briefings. It may include options that as a client you will not be using but are included here for completeness.There are separate files for HR and system managers, which covers progress and management reports and for general briefing for all participants. See also TPMG’s white paper “360 Degree Feedback – Facilitating Feedback ”It is structured in 4 parts:360 feedback360 feedback resultsInterpreting the reportCoaching facilitation 360 feedbackWhy 360 feedback?improving performance begins with self-awareness 360 is a powerful tool in raising an individual’s awareness of their strengths and weaknesses and their impact on others – reinforces strengths – builds self esteemit prompts questions such as: do I continue doing this, stop doing this, try new waysit’s the best way to see the individual’s full contribution and their development needsfeedback may be “perceptions” but perceptions matter - they influence how colleagues behave towards the individual, e.g. if someone is generally seen not to listen and not to act on ideas from colleagues, it is likely that those ideas will dry up or be channelled elsewhere 360 feedback360 – the benefitsa fuller and more accurate picture of the individual’s performance “in the round”improved or changed behaviours/performance in the light of the feedbackbetter communication increased recognition (by individuals and the organization generally) of the significance of “relationship” skills – moving towards greater trust and opennesscontribution to a culture shift (usually prompted by the top team initiating a feedback process for themselves) 360 feedbackPerception matters!perceptions are real because their consequences are realwe are viewednot by what we are, but by how people perceive us to benot b