Executive Coaching - A Guide For The HR Professional.pdf

What Are the Steps in the Coaching Process? 51
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• Provide information on the purpose and process to
assessors when giving out the questionnaires.
• If the data is to be kept confidential, make that point
clearly. If others will have access to it, those people
should be identified.
• Even if a professional coach facilitates the feedback, it
is important for the client’s manager and HR representative
to be familiar with the rating instrument and
how it is used.
Advantages of Multi-Rater Feedback
• Feedback based on 360-degree data tends to be more
balanced than the single opinion of a manager, no
matter how objective the manager tries to be.
• A systematic 360-degree report will bring out viewpoints
that might not otherwise be heard.
• Because it is so broadly based, it is almost impossible to
dismiss negative elements.
Some Cautions About Multi-Rater Feedback
• Responses to the rating scales may be somewhat different
when peers or direct reports believe the results will
have career or compensation implications for someone,
as opposed to knowing that the data will be used only
for developmental purposes. There may be a tendency
toward more favorable responses when it is used for
appraisal or compensation purposes.
• If the multi-rater instrument was custom-developed by
your organization, your coach may need to acquire
some familiarity with it. Don’t assume that your coach
will immediately understand all of the language used in