The 360 feedback was provided by SHL based on a competencies framework devised by Ansbacher. The results were measurable as productivity increased and there was a positive shift in the leaders’ behaviour at work.
“We decided to start an internal development programme for our managers, because we thought that our organization would benefit from a more open approach to the development process. We wanted to improve our teamwork, one of our core values, and internal communication. So, we designed our own competency framework and identified where our managers stood within those competencies,” explained Ansbacher head of human resources, Alastair Wood.
SHL assisted in creating and delivering a 360 degree bespoke questionnaire to approximately 20 senior managers. The questionnaire was based on the key competencies designed by Ansbacher. Alastair Wood commented: “SHL was the obvious choice because of the company’s credibility and its products, some of which we have been using for a long time.” After completing the questionnaire, the managers received personal feedback from their coaches who were also trained psychologists.
The success of the feedback was evident. In Alastair Wood’s words “After this experience, the managers moved to a more consultative approach. Not only did they gain a more in-depth knowledge of their own strong points and development needs, but they also became more sensitive to other people’s views.
“This brought us benefits in terms of teamwork and improved internal communications. The shift in behaviour was also translated into productivity increases, something we were able to measure in subsequent appraisals.” Matt Kirk, SHL senior account manager, noted: “I believe that the senior managers felt that the whole process was fair and conducted with professionalism. The improvements shown within the results show that they made a real effort to address their development needs.”