Competencies during 360-degree
assessment feedback coaching.
A client’s present state, level of
understanding of the feedback
report, session preparation and
readiness for feedback all contribute
to the agenda he or she sets in a
360-degree feedback session. When
I ask clients what they want to focus
on in these sessions, one of the
answers I hear most frequently is, “I
just want you to help me figure out
what I need to work on.” Following
a general answer like this, the client
and I spend time exploring what a
successful session would look like
and how to make it most meaningful.
Once the outcome is clear, these
sessions frequently follow a rather
typical interpretation process:
• In partnership, the coach and client
examine feedback data patterns
and trends across rater groups.
• The coach supports the client
to reach conclusions about the
data and pinpoint the most
meaningful and relevant area(s)
for development or expansion.
• The session continues with
exploring actions to address the
pinpointed areas and ends with
an after-session plan of action.
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Coaching World
However, if a client wants to
begin a session by addressing
a personal issue or focus on
personal development planning,
it is a positive place to start.
Interpretation of feedback data can
always occur during the discussion,
just not when the session begins.
Take Robert’s case. Although he
wanted to focus on managing
stress, during the session
numerous opportunities arose to
explore the feedback report and
written comments by rater groups.
For example, when I encouraged
Robert to review the extra copy
of the feedback report for stressrelated items and comments, he
centered on the following comment
from his supervisor: “Robert can
be more effective by taking time
out during his day to manage by
walking around.’’ This comment
opened up an energy-driven
discussion in which Robert explored
how physical movement might
reduce stress.
As in all coaching partnerships,
safety, security and confidentiality
are critical to the success of
360-degree feedback coaching. In
addition, 360-degree feedback
coaches demonstrate specific
qualifications, expertise and
experience with both the
assessment instrument they use,
and in guiding the client to greater
self-awareness and actions that
yield results.
Assessment
Instrument
Proficiency
Effective 360-degree feedback
coaches know the framework or
model on which the particular
assessment is based. They may
explain and discuss the data
presentation displays, numeric
scales, normative comparisons,
formats of the replies to openended questions and other aspects
of the feedback report. For example,
a coach may be meeting with a
senior leader who is uncomfortable
receiving assessment results. The
leader challenges the assessment
instrument and data displays,
particularly the comparison of
personal data with normative data.
Clarifying normative data sources
and discussing how a leader’s data
compares to a normative group
typically offers new perspectives
in leadership. Leaders often make
valuable self-awareness shifts when
they compare themselves to others.
By addressing a leader’s concerns
about the instrument, coaches and
leaders have greater opportunity to
examine feedback data openly
and productively.
Coaching Proficiency
Most publishers of commercial
assessment instruments require
feedback coaches to become
certified to administer and facilitate
the interpretation process. Once
certified, coaches who connect
the ICF Core Competencies with
360-degree assessment feedback
sessions are poised for success.
Skilled and experienced 360-degree
feedback coaches demonstrate
the ICF Core Competencies in the
ways outlined in the table on the
previous page.
Interpretation Session
Proficiency
Because 360-degree feedback
coaching is typically time-bound,
time management is important for a
successful session. Shorter feedback
coaching sessions require greater
attention to session pacing than
longer or multiple sessions. In a onehour session, it is not uncommon
for the coach and client to revisit,
reconfirm and/or revise the
coaching agreement based on the
time to keep the session on track.
Coaches are keenly aware
that capitalizing on ICF’s Core
Competencies increases client
learning and positive coaching
outcomes. By connecting these
same competencies to 360-degree
feedback discussions, we increase
the power of coaching for even
greater client gains.