success factor trainingPosted by munosib on August 26th, 2019 The 'Balanced Processing' of Information required to position problems effectively and make sound decisions is dependent on a high level of Self Awareness. It is therefore vital that managers and more senior professionals are responsive to feedback and can evaluate their personal judgement in the context of the task and the people. In other words, there is a need to Balance both Internal and External perspectives to make sound decisions. This Personal Insight does not develop by chance, and we know that 'High Potentials' are more skilled (and objective) in gauging their effectiveness in handling challenging situations. We see this objectivity in the Self Review ratings made by more-effective delegates after completion of Assessment Centre Exercises. Well-designed 360 degree feedback creates opportunities to explore both the behaviour and thought processes that influence performance outcomes. This is the basis of 'double loop' learning, which is one of the building blocks of Learning Agility. It is also interesting to note that one of the differentiators of High Potentials is their Learning Agility, which involves applying existing knowledge in new ways, quickly adapting to the demands of complex, unfamiliar situations. It is evident that 360 degree feedback has the potential to play a key part in raising awareness of Critical Success Factors that are Role Specific and affect performance outcomes. Although there may be some initial concerns about the impact of 360, the combination of objective feedback and constructive follow-up is generally valued by managers who participate. Structured, open discussion of performance issues can also contribute to a wider change of thinking about the process of Self Review, effective Learning Strategies, and wider Leadership Performance.
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