5. Can I run this process for my team?
Yes, the process can be individually or manager sponsored.
6. What do we cover in the upfront workshop?
The workshop starts with a reconfirmation of role, focus areas and the groups of stakeholders. We then explore ambitions for the Expert 360, and your understanding of strengths, weaknesses and market perception.
We work through a series of natural questions, designed to discover assumptions that we can validate or disprove through the feedback process. We’ll also identify any areas of focus or technical speciality that require specific questions.
Finally, we work through a structured process to prioritise the stakeholders that will be interviewed through the process, and to understand your relationship with each.
7. How much time do I need to commit?
Your commitment is six hours over six weeks – across the onboarding session, workshop and final presentation.
8. What questions are asked of stakeholders?
We develop a specific script for each Expert 360 process, based on your current perceptions and goals for the process. Focus areas include
- Approach and style
- Perceived expertise and experience
- Specific behavioural examples, and consequences
- Role based competencies
- Relative strengths and weaknesses
Through thousands of interviews, we’ve refined powerful questions that build stakeholder trust and honesty.
9. What will my stakeholders think about being asked for feedback?
Most senior stakeholders will regard the process favourably as a commitment to self-development. Stakeholders also appreciate the opportunity to provide hard feedback that they may have been uncomfortable to deliver directly.
10. My stakeholders are very busy/senior. Will they make the time?
Through Expert 360 processes, we’ve personally spoken to hundreds of ASX100 CEOs, chairs and company directors. Whilst not every stakeholder is this senior, you have the confidence we’ve built deep expertise in getting these very senior people to open up, take the time and share honest feedback.
Because these external stakeholders can often be important commercial relationships, we’re delicate, professional and understand the bigger picture. The end result is always enhancing the relationship and the perception of the individual (whilst getting the hard feedback about their real development areas).
11. Who should I select as stakeholders?
We work through a structured process with you in the onboarding session to select the right stakeholders. It’s important we have a balance of stakeholder from various areas of your professional life, representing all important groups and roles.
We work through a series of structured questions to elicit these individuals (there’s no preparation required).
12. What happens after I get the feedback?
In the final presentation / debrief, you receive a 90 page report with detailed analysis and recommendations / action plan. Depending on the issues identified and prioritised, next steps may include:
- Reprioritisation – Focusing on strengths and minimising areas of identified weakness.
- Natural resolution – Once you understand the issue and the implications, for many issues there may be no further action required other than ongoing self awareness and monitoring.
- Targeted coaching or training – For specific issues that require skills or capabilities that you don’t currently have. We will typically make targeted introductions to experts.
We’re available for calls or meetings with the executive (or sponsors) at any stage – including post completion of the debrief.
13. What is the first step?
As a first step for any individual we typically prepare a one page proposal – to make sure we’re on exactly the same page about role, focus areas and the groups of stakeholders.