A key question on our clients’ lips is, now what? I have a 360 degree feedback process that works; it shows me the behaviours within my organisation both on a holistic and individual level. I can see where the strengths, weaknesses, and gaps are but how do I move forward and use this information to facilitate transformation?
If this is a question you have, here are a few points to consider:
1. Be clear where you are and where you want to be. For example there may be clear areas that are not as strong as others but are they required for success in your organisation/ in your career? A way to gain a greater understanding of this may be to benchmark yourself against other similar organisations/ individuals – what are their strengths, do you need them to be your own? From an organisational level this may also involve conversations with the board – where do they see the gaps that will impact future success?
2. Create a plan and set SMART milestones for achievement of the ‘to be’ state. E.g. Sales capability is low across the organisation, your 6 month goal is to have a ‘sheep dip’ approach and get basic skills up to date through online training for 75% of the organisation. Your 24 month plan may be to identify a core sales team who’s role is at least 50% sales focused, that will receive more focused training from and external sales consultant and on-going mentoring and coaching from internal regional sales leads.
3. Get clear on the training, mentoring, coaching and other personal development facilities and individuals available to you. Do you have the resources to fill the identified gaps? If not start to investigate what external resource you may need.
4. Up-skill line management to coach and mentor their staff and have open, ‘safe’ development conversations.
5. Ensure employees take responsibility for their own personal development and understand their contribution to achieving overall corporate goals and development needs.
6. Ensure senior management walk the talk and are visibly taking personal development seriously. This may involve up-skilling them to do this.
7. Make the process ‘easy’ and transparent, with clarity of expectations at all levels.
8. Keep the momentum going, lots of promises and then no action will have a detrimental effect.
9. Ensure individuals see the way forward and know that their dedication to personal development will be recognised and rewarded.
10. Make it self-driven, you cannot force an individual to develop and change at a rate that does not suit them.