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Public Sector Informant : PSI - October
THE PUBLIC SECTOR INFORMANT 11 [OCTOBER 2010] WHAT IS 360o FEEDBACK? 360 feedback is a process whereby leaders and staff members can receive con dential, anonymous feedback from the people they work with. Typically this includes the person s manager, peers and direct reports. Key stakeholders can also be included. The power of 360 feedback as a means of raising self awareness stems from its fairness and believability. Feedback from multiple perspectives, and from credible work associates, is powerful in motivating behavioural change. 360 feedback is also important in that it emphasises self responsibility and encourages self development. Measurement through feedback also allows continuous learning. ACCESSING LPP360 PRODUCTS LPP360 feedback pro les are available through accredited consultants or public sector specialists. Accreditation programs are run at regular intervals throughout the year by LPP360. Separate programs cater for private sector consultants and public sector staff. more information at www.lpp360.com.au pro firstname.lastname@example.org or 02 6163 0501 Leadership Performance Pro les (LPP360) offers a range of 360o feedback pro les for use by the Australian Public Service (APS). These include: feedback pro les based on the Integrated Leadership System (ILS) ranging from APS to SES levels; tailored 360o feedback pro les based on organisational leadership frameworks or work level standards; a 'Emotional and Social Intelligence' pro le; and a 'Strategic Intelligence' pro le. 360° FEEDBACK TOOLS FOR THE AUSTRALIAN PUBLIC SERVICE & TRAINING DEVELOPMENT SOLUTIONSADVERTISING FEATURE 10-12581/1 Improving performance through 360 Feedback Performance: 360°feedback overcomes the disadvantages of single person feedback. 360 Feedback is well known as a means of receiving valuable feedback to help improve self-awareness and increase performance in the workplace. It is used across a significant number of public sector depart- ments and agencies as a key component of management and leadership development, per- formance management and per- sonal development. 360 overcomes the disadvan- tages of single person feedback. Multiple raters answering ques- tions across a broad range of capabilities give them a far more objective assessment than that gained from a single rater. Feedback from multiple perspectives also has a sense of fairness about it and provides high levels of motivation to help us tackle challenges. It enables clear and quantified feedback on strengths and areas needing development. Public-Sector Specific 360 Feedback Leadership Performance Pro- files (LPP360) is a Canberra- based company that provide a range of 360 feedback profiles designed specifically for the public sector. There are five 360 feedback profiles currently available, including three based on the Integrated Leadership System (ILS) and two specific products focusing on Emotional and Social Intelligence; and Strategic Intelligence. The five profiles are: Senior Leadership Profile (SLP) -- a 360 feedback tool for the Senior Executive Service (SES), built around the Senior Executive Leadership Capability Framework (SELCF) as modified in the Integrated Leadership System (ILS). Executive Leadership Profile (ELP) -- a 360 feedback tool for Executive Level 1 and Level 2 Officers, built around the EL1 and EL2 capability levels of the Integrated Leadership System (ILS). Team Leadership Profile (TLP) -- a 360 feedback tool for APS 4-6 Officers, built around the APS capability levels of the Integrated Leadership System (ILS). Emotional and Social Intelli- gence Profile (ESIP) -- a 360o feedback tool for Executive Level 1 and 2 Officers and others, built around LPP360's Emotional and Social Intelli- gence Capability Framework (ESICF) Strategic Intelligence Profile (SIP) -- a 360 feedback tool for Executive Level1&2Officers and others, built around LPP360's Strategic Intelligence Capability Framework (SICF). These five profiles are cur- rently in use across a number of Departments and Agencies, eith- er as part of leadership develop- ment programs or as a stand alone offering as part of per- formance management system. They are used by LPP360's sister organisation, the Centre for Public Management (CPM), ac- ross all of its courses. More than 7,000 individual reports have been produced with more than 30,000 individ- ual raters having provided feed- back through LPP360's web- based system. This has resulted in correspondingly robust norm data and a significant amount of experience in the practise of managing 360o feedback processes. 360 Feedback Based on Or- ganisational Frameworks LPP360 also develops tailored 360 feedback tools based on organisation-specific leadership frameworks or capability models. These can be based on one of the five existing profiles mentioned previously or designed as a completely new product. Where an organisation adopts a tailored 360 feedback process of this nature over a multi-year period, aggregated norm scores can be derived showing the overall leadership health of that entity. This base score can then be used as a key performance indicator (KPI), with the trend being monitored over time. A range of additional infor- mation is available at www.lpp360.com.au or by contacting LPP360 at profiles@ lpp360.com.au or phone 6163 0501.
PSI - September