Executive Coaching - A Guide For The HR Professional.pdf

50 EXECUTIVE COACHING
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HR professional—has to address the shift in purpose of the data and
also a shift in role from “evaluator” to “coach.”
Coaching can be a critical step if the organization wants to get
the most value from the feedback process. It is the job of the coach
to help the employee confront the information provided by the
raters. Together the coach and the client can work on converting
the feedback into an action plan useful as a framework for personal
development. Coaching can be a single event or it can be extended
over a period of time. The goal is to make the client accountable
for using the feedback as a guide for performance improvement.
Coaching puts 360-degree feedback in context, makes it pertinent
to what has to be achieved, and generates creative, practical development
plans.
What Should an HR Person Know About Multi-Rater Feedback?
Here are several important points that should make using 360-degree
feedback a success, especially in combination with coaching:
• Don’t force it on a client. Sometimes, of course, these
assessments are used company-wide for all managers.
When that is not the case, then the use should be
voluntary.
• It may be best to ask the client to identify most or
maybe even all of the raters. Most people will be reasonable
about who they choose. It is important that the
client not “stack the deck” by including only raters
who have a highly favorable opinion of the client!
Using a broad variety of raters results in more credible
data.
• Not everyone knows what is involved in a 360-degree
feedback process. If there is any doubt, take the time to
explain to the client and to the rater what it is, what it
does, how it is used, and its benefits to all concerned.