Kim Gregory Executive Coach - Coaching = Insights

From: Subject: Kim Gregory Executive Coach - Coaching Insights Date: Tue, 14 Mar 2006 08:40:40 -0000 MIME-Version: 1.0 Content-Type: multipart/related; type="text/html"; boundary="----=_NextPart_000_002A_01C64742.F99282E0" X-MimeOLE: Produced By Microsoft MimeOLE V6.00.2900.2527 This is a multi-part message in MIME format. ------=_NextPart_000_002A_01C64742.F99282E0 Content-Type: text/html; charset="Windows-1252" Content-Transfer-Encoding: quoted-printable Content-Location: http://www.gregorycoaching.com/images/140.htm?id=1112717748 Kim Gregory Executive Coach - Coaching = Insights From: kim@gregorycoaching.com
Sent: = 05 April=20 2005 17:11
To: kim@gregorycoaching.com
Subject: = Coaching=20 Insights

Coaching=20 Insights

Welcome=20 to the February 2005 newsletter.

Many = thanks to=20 those of you who forward this newsletter to your = friends and=20 colleagues -we appreciate it. If you think = there's=20 someone who would benefit from receiving this = newsletter,=20 please forward them a copy and invite them to = subscribe. You=20 can unsubscribe anytime (nobody has yet but there's = got to be=20 a first time!); and we will never share your contact = details.=20 Your recommendation and referral is how we grow. =

A=20 warm welcome to all the new subscribers. Please give = us some=20 feedback on the newsletter; and what you'd like to see = in=20 it.

In this month's edition:

* ICF PCC credential process - an = update
*=20 The importance of feedback
* Client resources and = books<= BR>*=20 Accessing previous newsletters

ICF PCC credentialing = process

As=20 many of you will know I am currently applying for PCC=20 (Professional Certified Coach) status with the ICF (International Coaching = Federation).=20 It's a pretty gruelling process (and rightly so = especially=20 whilst the industry remains unregulated). Just to = remind=20 current and past clients that the ICF may contact you to ask you to = confirm=20 that you're being coached by me. They will never ask = anything=20 about the content of the coaching process - it's = simply to=20 check that I'm not over-stating my experience! I think = I've=20 asked everyone's permission but if anyone needs more=20 information please contact=20 us.

The Importance of = Feedback

I was=20 asked the other day what were the good practices = associated=20 with effective 360-degr= ee=20 feedback? The feedback I got from my answer = (posted on the=20 UKHRD forum) inspired me to write this newsletter = because poor=20 feedback is worse than no feedback: it has the effect = of=20 either achieving nothing (all too common and what a = waste of=20 resources); or destroying the participants = self-confidence=20 (also very common). I=92ve had a lot of experience of = feedback=20 processes - as an HRD, consultant managing 360-degr= ee=20 feedback systems and as a recipient of a client = survey (on=20 myself) that I initiated with the help of another = colleague.=20 This newsletter describes our alternative and very = effective=20 approach.

So what is 360-degr= ee=20 feedback?

360-degr= ee=20 feedback is an opportunity for us to hear what = others have=20 to say about us and our performance. Usually through = the form=20 of a questionnaire we ask:

=95 Our line = manager; and
=95=20 Our colleagues; and
=95 The people who report to = us; and=20
=95 Our clients; and sometimes
=95 Our = suppliers / business=20 partners

to tell us how they perceive we=92re = doing.=20 Unfortunately most 360-degr= ee=20 feedback is managed centrally so participants are = told=20 which questions are going to be asked and the replies = are=20 collated and summarised via computer systems. Feedback = is=20 sometimes supported by a trained facilitator; = sometimes it=92s=20 not.

Why would you do = it?

Because we can=20 easily find ourselves to be living and working in a = vacuum =96=20 void of feedback and learning. Yes, you may get some = angry or=20 overly complimentary feedback on an ad hoc basis =96 = but the=20 further up the corporate ladder we go, the less = trustworthy is=20 the feedback we receive. And if we=92re not in the = corporate=20 world then we are likely to get very little useful=20 feedback at all!

If you=92re only getting=20 compliments then there=92s a strong likelihood that = you=92re not=20 hearing some useful feedback where you could improve. = If you=20 only give yourself negative and destructive feedback = then you=20 probably need to hear all the strengths that other = people=20 perceive you having.

What does effective 360-degr= ee=20 feedback look like?

When Gregory=20 Coaching Ltd undertakes 360-degr= ee=20 feedback on behalf of clients we invite the = clients=20 to:

=95 Design the questions (we offer some = questions and=20 a sheet of blank paper!)
=95 Select and brief the = respondents=20 (we supply some suggested criteria to use and a = briefing=20 e-mail for the client to tailor). We then arrange to=20 personally interview those people for 45 = minutes either=20 by telephone or face to face. Personal interviews = allow us to=20 ask follow up questions, to ask for examples, test for = respondents own =93baggage=94 that might be = influencing them etc.=20 In our view personal interviews are 100 times more = valuable=20 than anonymous paper questionnaire responses!
=95 = Decide how=20 they want to receive feedback (want to read a summary = the=20 night before?)
=95 Answer the questions for = themselves about=20 themselves.

When all the interviews are = complete we=20 provide the client with a 1 =96 2 page summary of the = feedback=20 as part of the 3 =96 hour feedback discussion. In = other words,=20 we put the client right where s/he should be =96 in = the driving=20 seat!

So how can you make the best use of = this=20 valuable process?

o Accept the feedback. It = may not=20 be how you see it but it=92s a representation of their = perception of you and deserves to be heard =96 even if = you can=92t=20 share their view;
o Doing something with the = feedback=20 otherwise =96 why bother?
o Choose your questions = carefully.=20 What do you really want to hear about?
o Choose = your=20 respondents carefully. Yes, you do need to choose a = mixture of=20 supporters and critics =96 but look for common = characteristics,=20 e.g. they=92re interested in helping you not harming = you;=20 they=92ll take the time to offer a thoughtful and = considered=20 view without too much recency or their baggage = attached.
o=20 Brief the respondents carefully beforehand.
o = Consider=20 finding someone appropriately skilled to share your = feedback=20 with
o Hear all the feedback. In our experience = people tend=20 to over-focus on one aspect (usually the development = areas)=20 and completely overlook others (the strengths!).
o = Remind=20 yourself that it=92s only their perception. They will = be=20 providing you with feedback on what they see and hear = you=20 doing / saying / not doing / not saying. If their = perceptions=20 are different to your intentions =96 what really = useful=20 feedback! Now you can decide what you want to do with = this=20 information.
o Plan what you=92d like to do with = this=20 information.
o Sleep on it.
o Do it.

If = you want=20 to know more, please contact=20 us.

Client Resources

As past = and=20 current clients will know, we=92re happy to lend our = books = and tape cassettes so long as they=92re of use to you. = As part=20 of our annual spring clean =96 if you=92ve finished = with any of=20 these books = please would you return them to us as we=92re missing = a few=20 (we=92re currently unaware who has Marshall = Rosenberg=92s NVC; and=20 Daniel Goleman=92s New Leaders and would really like = to be able=20 to lend them to others). Thanks.

On a separate = but=20 related note, please do take a look at our recommended = books = and our link to Amazon= .=20 If you order anything from Amazon= =20 via my website (just click on any of the books = I've listed) then our unique associate number is = carried with=20 your order and we receive a small percentage (about 25 = pence=20 per book!). If you did all your orders via our website = (and I=20 know some of you do - thank you) it costs you nothing = extra=20 but! it allows us to create a pot of money to = reinvest; and=20 update the book store.

Access to previous or = future=20 newsletters

*=20 Previous newsletters=20 - are available on my website http://ns1.mi-messenger.com/redirect.php?id=3Dms599|previ= ew|{member_id}|http://www.gregorycoaching.com.
*=20 Future newsletters=20 - if this issue has been forwarded to you, please = visit the=20 website http://ns1.mi-messenger.com/redirect.php?id=3Dms599|previ= ew|{member_id}|http://www.gregorycoaching.com=20 and add your name to the newsletter list. We'll ensure = that=20 you receive future copies AND protect your = privacy.
*=20 Unsubscribe - you can take a break anytime, please = e-mail us=20 at http://ns1.mi-messenger.com/redir= ect.php?id=3Dms599|preview|{member_id}|mailto:info@gregorycoaching.com=20 with "unsubscribe" in the subject=20 = line.

=

<= /TR>

Free=20 trial coaching = session!

Coaching=20 only works when you feel that your coach = understands your situation and has the = attitude=20 and skills to help. Contact me to = arrange a free=20 = conversation.

Leadership=20 & Personal Development Books - Our=20 Recommendations

Click=20 here to see the best leadership and = personal=20 development books that we recommend and = lend to=20 clients. Read our comments and use our=20 Amazon.co.uk link to purchase = your=20 = copy.

This=20 mail was sent to you from http://ns1.mi-messenger.com/= redirect.php?id=3Dms599|preview|{member_id}|http%3A%2F%2Fwww.gregorycoach= ing.com.=20 Unsubscribe instructions will appear here.=20

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