360° Feedback assesses employee performance and development from the perceptions of those who work most closely with the individual (e.g., peers, internal and external clients or customers, more senior managers and those who work for the participant). No organizational action has more power for motivating employee behavior change than feedback from credible work associates. Using the feedback to understand personal strengths and areas for development, participants can then target those development goals that are most critical for their success. Development goals are organized within an action-learning plan that the participant uses to leverage their strengths, focus their efforts, measure their progress and ensure accountability.

We offer three methods for gathering 360° data. The first is through Internet administered 360° questionnaires. This is most useful for large-scale program administration. A second approach is interview-based 360° data collection where an assessment and development professional conducts 20-30 minute confidential interviews with a participant's feedback provider either in person or via conference call. This method is very helpful for those in more senior positions who prefer a more customized and personable approach. This method is also very effective at generating behavioral examples to support feedback themes. A third approach is a combination of the internet-based questionnaire and the confidential interviews. This approach offers the greatest level of insight and can incorporate the largest range of feedback. Feedback information is gathered into a report and becomes the starting point for coach driven feedback and development planning meetings. The completion of this process is the development of a participant driven executable professional development plan with specific goals, action steps and measurable outcomes that the participant is committed to achieving.

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SH&A has been engaged in Executive Coaching at the most senior levels of management for over 10 years. Executive coaching is conducted for a variety of reasons including the fine-tuning of professional development, when someone achieves a new position or is preparing for a move, for performance management reason or as part of a necessary corrective action. Executive coaching genereally includes the following steps and can also be customized to support different needs, organizational cultures or time frames.

ASSESSMENT PHASE
The assessment includes:

• Career interview with participant (30-120 minutes)
• 6-12 Interviews with relevant others including manager
• On-line administration of a 360-Degree Questionnaire to 11-15 raters (self, manager, peers, direct reports, others) - Optional
• Assessment battery including
• SH&A Taking Stock Inventory™
• OPQ Behavioral Questionnaire
• Other tools as necessary

Feedback
A confidential feedback report is prepared based on the above assessment data. This report is the catalyst for a feedback session. The feedback objectives are to synthesize the data and provide information that identifies key strengths and critical areas for development. The feedback report and discussion are then used as a foundation for creating a customized developmental action plan.

DEVELOPMENT
The creation of a developmental action plan will outline a plan of activities that builds upon the identified strengths to address developmental needs and priorities. The action plan generally includes independent learning activities, behavioral tips and skill building resources as well as on going coaching. This report is usually shared with the participant's manager as part of the manager's commitment to support the participant's objectives and development goals. This can occur in either a meeting between the participant and his/her manager or during a three-way meeting with the coach.

COACHING
The coach contracts with the participant for a tailored process involving assignments and meetings between the participant and coach. The participant will redefine goals and objectives with the coach through a review and progress check on the current development plan. Deliverables can include a monthly report consisting of 3-5 bullet points summarizing themes about progress, plans, obstacles, etc. This can be emailed to the HR liaison or manager as appropriate.

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Managing a career or working on professional development is not a one-time event or a way to prepare for a new position. It is a lifelong process of determining where one wants to be and what it takes to get there, and then planning clear actions to support continued professional growth.

The creation of a developmental action plan is the next step in a growth process designed to leverage feedback and personal insight to achieve personal and professional goals. SH&A's consultants help individuals to determine their developmental priorities based on their current and future role, career goals, business needs and demands of the competitive external environment. The objective of developmental planning and goal setting is to outline a plan of activities that builds upon individuals' identified strengths to address developmental needs and priorities. It includes training in how to develop SMART developmental goals and review of a range of developmental approaches. The action plan generally includes independent learning activities, behavioral tips and skill building resources. It can also include on-going coaching and the support of others to support goals or action steps.

Development planning programs often occur as part of a workshop, as a follow-up to assessment, or as an abbreviated coaching process. Please contact us to discuss how a development planning intervention can be customized to meet your needs.

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