Start Delivering A Training Course On 360-Degree Feedback Skills Today.
360-degree feedback is a vital course topic right now.
But we know it’s hard to find the time to develop a practical course.
Now, you can access a slide deck, learner and instructor manuals, icebreakers, team activities, and more, and be ready to deliver this course to others.
What You Get.
- Built-in workbook (41 pages) for easy delivery of the course.
- Follow a simple instructor manual (69 pages) with step-by-step detail.
- An editable slide deck, no matter what course you choose.
- Get 17 free training games for easy selection and delivery.
- Save time with 17 free and easy-to-use training icebreakers.
- Quickly access 15 easy-to-understand and practical training guides.
- Offer 2 unparalleled course tests powered to improve learning.
- Easily access intuitive activities and exercises included to ensure the content supports learning.
- Access a reading list that fits into all situations.
- Instantly and effortlessly use the course advertorial with learning objectives included.
- Explore an action plan with built-in questions.
Good To Know.
- You can fully edit fonts, logos and branding (and even edit content) – all easily done.
- Can be used with Microsoft Word, PowerPoint, And PDF.
- One time purchase, no ongoing fees or subscriptions.
- Simple to use and comes with everything you need to get you started.
- Immediately available to you once you’ve placed your order – get started right away.
- More than pays for itself in the time savings you make by purchasing pre-written training content.
- Will immediately increase the range professional courses for your business so you can get back to delivering courses rather than spending your time creating content!
Check out all the other course materials in our shop. They’re designed to offer consistent professional courses to your teams, leaders, and clients.
Why Trainers Love This Training Package.
This 360-degree feedback skills course package overcomes the hassle of developing your training course material, and the editable training content opens up even greater possibilities for your courses.
These course materials will walk your learners through every step of a 360-degree feedback program, from mutual feedback and changing behavior to empathy, increasing performance, and providing information.
By the end of the course content, your participants will understand that 360-degree feedback offers valuable insights into strengths and weaknesses from multiple perspectives, leading to improved performance, increased self-awareness, and better collaboration.
At Oak Innovation, we understand that you might want to customize this course to meet your needs.
As a result, you have the right to edit or customize the course materials as provided. You can also add to the slides, workbooks, and activities to keep them consistent with your existing training materials or combine content across different course titles.
Get Started With This 360 Degree Feedback Skills Training Content Today.
This 360-degree feedback course can help your learners understand their role within the organization and how to make their efforts work.
Target Audience.
This course is designed for new to mid-level managers seeking to expand their skill set in performance management. It is also intended for line staff requiring a better understanding of their role and the potential impact they can have on their organization.
The 360-degree feedback skills developed in this program will benefit for-profit and not-for-profit companies, educational institutions, and government agencies.
Trusted By The World’s Leading Companies.
Now, you can start running your training courses with these materials, including slides and workbooks for extra learning!
These editable training course materials, with slides and workbooks, are the perfect way to manage your courses while instructing your learners on 360-Degree Feedback!
Top Tip: If you’d like to give the training materials on 360 Degree Feedback more meaning, why not add company or learner-specific content? That way, they’ll look extra personalized when you deliver the course.
Topics Covered. Explore The Detail.
You can use this content to deliver the key sections of this training course.
Here’s what is covered:
1. Exploring the following 12 characteristics of effective performance appraisal systems.
It is shocking how many people don’t understand why we need to discuss performance appraisal skills in the workplace.
We know how easy it is to jump into the content, but we suggest you take a little time to ensure everyone in your audience knows why we have performance appraisals.
We always begin by finding out what strategies or approaches they use to increase performance within their companies.
Your audience will respond positively to this opportunity, allowing you to use the content to discuss how 360-degree feedback is an essential opportunity for managers and employees.
For best results, explore the critical elements of performance appraisal skills and why companies have performance appraisals. These discussions will highlight why so many companies use this form of mutual feedback. After that, we suggest you use the content to discuss the benefits of an appraisal process.
We try to understand how the audience receives the content whenever we deliver this training.
We’ve found that sharing these benefits is an excellent opportunity to highlight your experiences with appraisal processes. Whether you have extensive experience or are a relative novice, it doesn’t matter.
What is important here is that a conversation or a sense of sharing is created. For example, sharing your experience will encourage higher engagement from your audience and build essential trust between you and them.
Key takeaways: A review of the twelve characteristics of effective performance appraisals.
- Continuous.
- Individualized.
- Consistent.
- Supportive.
- Honest.
- Specific.
- Transparent.
- Clear.
- Confidential.
- Timely.
- Appropriate.
- Non-judgemental.
2. Examining the three main objectives of an appraisal process.
3. Highlighting critical aspects of performance appraisals.
Storytelling will also highlight that everyone can take part in appraisal initiatives.
With 360-degree feedback approaches, involvement by both managers and employees is essential. In truth, only when everyone is involved in “360-degree feedback performance appraisals” can appraisals be genuinely successful.
This discussion leads nicely to content that encourages your audience to consider the roles of managers and employees.
It would help if you ended this section by exploring self-assessment.
Key takeaways: Understanding the critical elements of performance appraisals will help influence the success of all appraisals.
- Understand why performance appraisals are essential.
- Identify strategies and approaches to increase performance.
- Discuss why 360 Degree Feedback is a crucial opportunity for managers and employees.
- Explore the critical elements of performance appraisal skills.
- Examine why companies have performance appraisals.
- Understand mutual feedback.
- Identify the benefits of an appraisal process.
- Highlight manager and employee roles.
- Explore self-assessment.
4. Eight appraisal techniques.
The world is changing right now, and that’s the situation facing all companies. Yet every company is still different, opportunities and risks are everywhere, and everyone faces a wide range of unique and shared challenges.
Performance management is critical to a company’s ultimate success. It demonstrates an incentive to achieve excellence. In a nutshell, companies need all their staff to focus on organizational goals and continuous improvement.
In this course, you need to focus on this area equally to enable learning opportunities to emerge—ultimately, this keeps your audience focused on what techniques will suit their companies.
Let your audience know that this is where appraisal initiatives can add value.
In this section, you can use the content to outline eight different appraisal techniques.
These are:
- Ranking.
- Paired comparisons.
- Critical incidents.
- Free-form/narrative techniques.
- Self-assessment.
- Assessment centres.
- Assessing performance.
- Rating.
5. Key implementation areas.
The more time we spend focusing on where 360-degree feedback can be implemented, the more precise the value will be for your audience. Focusing attention on these areas will also highlight how rewarding this approach is.
You can use the content to explore the key settings where 360-degree feedback and performance appraisal skills are employed. This will lead to a valuable and useful conversation for everyone on the course.
How your audience understands 360-degree feedback for future implementation is a massive factor in the success of this course. Don’t just quickly pass over these implementation areas; delve into their personal experiences or, where possible, share some industry examples. Begin by using the content to outline what 360 feedback is. And explore why 360-degree feedback is so valuable.
Let us be clear: We frequently hear from clients with leadership development training needs about communicating and understanding the value of performance appraisals.
Key takeaways: Appreciating the various settings where appraisals can take place.
- Discuss critical settings for 360 feedback.
- Explore what 360 feedback is.
- Discuss why 360-degree feedback is so valuable.
6. The eleven benefits of a 360-degree feedback process.
Key takeaways:
- Performance improvement.
- Self-awareness.
- Morale improvements.
- The role of open culture.
- The role of continuous improvement.
- Empowerment of leaders and staff.
- Communication.
- Transparency.
- Role retention.
- The need for accountability.
- The positive impact of an engaged workforce.
7. An effective ten-step 360-degree feedback process.
It’s one thing to want to develop 360-degree feedback skills, but it’s another thing to start using these skills in a feedback process.
You can share this essential technique using a simple ten-step 360-degree feedback process. However, remember that these steps need to be discussed in greater detail.
When these conversations are introduced, practical skills emerge — often far better than just telling people about a 360-degree feedback process.
Key takeaways:
- Explore the purpose of the feedback.
- Identify the collection instrument.
- Highlight the behavior to be collected.
- Identifying feedback recipients.
- Training the raters and those rated.
- Letting the recipient choose raters.
- Understanding questionnaire distribution.
- Analyzing feedback data.
- Feeding back the feedback.
- Repeating the process.
8. Are you ready for 360-degree feedback?
After sharing all this knowledge, you’ll want to ensure your audience can assess whether they are ready for a 360-degree feedback initiative.
Yet, all too often, an audience can understand the what and the how of performance appraisals—but they need extra content that shows how these initiatives must fit within the company’s overall context.
Exploring these points will also give insights on how they can better prepare for appraisals.
First, you can use the content to explore how to prepare for 360-degree feedback. For example, many companies need appraisals and desire to extract as much value as possible from them.
However, your audience needs to know the importance of top management buy-in. Use the material to examine how past experiences with appraisal programs can also determine the success of the appraisal process.
Next, you can explore the role of coaching skills in the performance management process. You can also discuss the concepts of trust and interdependence. The section ends by looking at self-assessment and organizational stability.
Key takeaways:
- Identifying how to prepare for 360-degree feedback.
- Exploring top management buy-in.
- Discuss past experiences with appraisal programs.
- Examine the role of coaching skills.
- Discuss trust and interdependence.
- Strengthening self-assessment and organizational stability.
9. Why do some 360-degree feedback programs fail?
The truth is, like many things in the business world, 360-degree feedback programs are sometimes unsuccessful. Yes, we’ve all heard stories about performance appraisals going wrong.
Some are myths, and some probably capture real events. First, use the content to explore the strengths and weaknesses of appraisal skills. Next, potential problems can be examined. Finally, discuss why these initiatives can sometimes fail.
Knowing why performance management initiatives can fail can make a huge difference in your audience’s learning.
It’s how they can decide whether an initiative will work, what can go wrong, and what needs to be in place beforehand to ensure success.
Key takeaways:
- Communicating the strengths and weaknesses of appraisal skills.
- Exploring the potential problems that can occur.
- Understanding why these initiatives sometimes fail.
Objectives. Created To Make A Difference.
At the end of this training course on 360-degree feedback skills, your participants will be able to:
- Explore the main benefits of performance appraisals.
- Explore the roles of managers and employees within a performance appraisal process.
- Understand eight standard performance appraisal techniques.
- Understand two implementation areas.
- Explore a 360-degree feedback process.
- Understand when an organization is ready for 360-degree feedback.
- Understand why 360-degree feedback programs can sometimes fail.
