Receive your Free Track guide: What not to do when Giving Great Feedback
As training professionals we know that reflection is a good thing and we encourage our learners to do it. Needless to say, we also use reflection as a development tool for ourselves; right? Well, maybe not as much as we should.
Many organisations are now looking to line managers to provide employee training and development. Shrinking training budgets, increasing time pressures and the need to keep employees productive make on-the-job training a very attractive option.
The effect on an organisation when big mistakes hit the headlines can be very destructive – and you don’t have to look much into the recent past to see some high profile examples.
When done properly, 360 Degree Feedback can be a powerful tool for creating behaviour change in teams or organisations and it can be a big motivator for individuals in their career and development planning.
360 Degree Feedback is a critical exercise and a major investment of time and effort for the organisations that use it.
The Track Empower 360 Key Team have been designing and delivering 360 Degree Feedback and other performance related programmes online for the past 10 years.
Because we know what works (and what doesn't) we've developed our own in-house 360 system (Empower 360) that has delivered 360 to thousands of people in Europe, the UK, the US, Asia and the Middle East.