Making the most of your NHS 360’ Leadership Appraisal
I love being an accredited Facilitator for the NHS Leadership Academy’s Healthcare Leadership Model 360 degree feedback tool for doctors and healthcare professionals in leadership roles in the UK. The model has been developed by NHS staff combined with extensive research into the evidence base of good leadership, to produce a model with nine different dimensions which you and your colleagues can rate your performance against. It also allows you and your colleagues to rate how important each dimension is to your specific role.
The model has been designed to be used by all NHS staff, so whether you are in the most senior or junior leadership role, the model is directly relevant to you. The good news is that wherever your current performance is perceived to be for each of the nine dimensions, there are always clear ways that you can make changes to improve your performance, which as a Facilitator I can help you to identify so that you leave the two hour feedback session with some clear areas to focus on, as well as greater confidence in the areas you are already doing well in.
I’m always moved by the fact that many people find the 360′ a difficult experience, and yet the reality is that with skilled medical leadership coaching and healthcare leadership coaching, the 360’ process can be a really empowering process, validating your strengths as well as identifying clear areas for you to focus on in the future. We’re all learning and growing, even top leaders within the NHS, and with a sense of curiosity and a growth mindset you’ll be well on the way to leadership success.
There is increasing evidence on the relationship between leadership behaviours and health outcomes for patients too, so you can have confidence that as you improve your own clinical leadership skills and healthcare leadership skills that you will be making a direct difference to the populations you serve.
Here are a few tips to help you to make the most of your 360’ appraisal:
- Get clear on what you want to get out of the process with your Facilitator before you start
- Choose an Accredited Facilitator who can understand the context of your work
- Speak to Facilitator before you make feedback requests to ensure you get a good range of views and also sufficient in each category as some types of respondent will be removed from parts of the analysis if there are insufficient numbers of responses
- Ask people in person if they will complete the feedback for you
- Be honest in your own self assessment, many people underplay their strengths as they don’t want to be perceived as being arrogant, it is important that we know and acknowledge our own strengths
If you’re giving feedback to others, please remember that if you have positive or even constructive things to say to your colleagues, it is always better to do this in person as the need or opportunity arises rather than waiting for the ability to do this on an anonymous basis. This helps to build a culture of trust and learning.
Dr Fiona Day (MBChB, FFPH, Dip Occ Med, ILM 7 Executive Coaching and Mentoring) is an expert Medical Leadership and Medical Careers Coach. Fiona helps Doctors and Healthcare Professionals to succeed as Leaders and to improve their careers and working lives, using evidence based psychological theory and behaviour change science. Download a free career planning workbook and find out more at www.fionadayconsulting.co.uk; to explore working with Fiona please book a confidential half hour Career Consultation here.
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