Opening up your company to feedback has broader implications. Managers may initiate talks about employee happiness and productivity, which will continue to be drivers of employee happiness and productivity at work. Read more here: charitylearning.org/2022/05/tips-b…

Your assessment of a leader can be fully informed if you have incorporated the views of all the important people. To read more about this, click here: trainingzone.co.uk/lead/strategy/…

When your senior executives spend their time on operational details, it might be a significant organizational red flag. Read more about this here -> hrzone.com/perform/people…

Happy Mother's Day to all the special Mums out there! ✨ We thank you for all that you do and we hope you get to enjoy some well-deserved rest and relaxation today.

People may be apprehensive about questioning the experience they have at work, particularly those who value the purpose of the organisation. For more info about the other tips on giving 360 feedback, read here: charitylearning.org/2022/05/tips-b…

360 data is not necessary for successful coaching, but it can make the coaching experience more meaningful and impactful. Read the six ways that leveraging 360 data can add value to coaching in the link below! trainingzone.co.uk/deliver/coachi…

Coaching can empower, clear and make intentions clearer. But to maximize its impact, involve other people and data for better results. Read more here: trainingzone.co.uk/deliver/coachi…

Psychological safety is good for business. When employees feel comfortable asking for help and challenging the status quo, organizations are more likely to innovate quickly, unlock the benefits of diversity, and adapt well to change. Read more: hrzone.com/perform/people…

You don’t have to run the process with all employees at the same time. Think about running a pilot with one group and taking the learnings from this when you expand. For more tips on giving a 360-degree feedback, read here: charitylearning.org/2022/05/tips-b…

It is key that you explore the 360 with them and allow your view of your leader to expand – perhaps moving to a 3-D view of things, when you previously only had a 2-D perspective. Read more here -> trainingzone.co.uk/lead/strategy/…

Clarifying the quality of key relationships in the workplace is important for several reasons. For more info, read here: trainingzone.co.uk/deliver/coachi…

With 360 degree feedback, it can be tempting to focus on individual behaviours but these don’t exist in a vacuum. Our behaviours are nudged by the culture and context in which we operate. Want to know more about this? charitylearning.org/2022/05/tips-b…

Self-reviews, 360-degree feedbacks, employee surveys, professional observation, review of HR data, and intentional focus groups are some methods that allow you to explore current perceptions and behaviors in your workplace. Read more: peoplemanagement.co.uk/article/180581…

One tip Elva Ainsworth shares for managing leadership performance with effective 360 is giving as much control to the leader as you can. For more info, read here: trainingzone.co.uk/lead/strategy/…

The third tip Elva Ainsworth mentions in giving 360-degree feedback is asking the right questions. Think back to the ‘why’ and focus your questions accordingly. To read more about this, click here -> charitylearning.org/2022/05/tips-b…

One of Ela Ainsworth's six suggested methods that HR can do to solve workplace harassment and bullying is professional observation. Read more here: peoplemanagement.co.uk/article/180581…

According to Elva Ainsworth, coaching based on a clear understanding of how your relationships are working from all angles will likely be more effective than based on just your picture. Read more here: trainingzone.co.uk/deliver/coachi…

Running 360 degree feedback will expose what your people think of others, so it’s crucial to have support mechanisms in place. Knowing the truth means you can move forward. click here: charitylearning.org/2022/05/tips-b…

How can you shift a culture from organizational paralysis to a creative place of psychological safety? To read about the other five tips, go here -> hrzone.com/perform/people…

Employers are liable for harassment suffered by their employees and are responsible for preventing bullying and harassment. ✨ Read about this here: peoplemanagement.co.uk/article/180581…