CollaboRate360

Why CollaboRate360?

The CollaboRate360 feedback instrument has been created based upon some 35 years of experience in using 360-degree feedback with leaders, teams and organisations.

This instrument been designed to help people not just in developing their leadership skills and behaviours but also in building their collaborative effectiveness both within their organisation but also in collaborative working with people from other organisations.

Greater inclusion, diversity, and collaboration is now being sought by organisations who are looking for not just their leaders but to all of their people who can:

• Build inclusion and collaboration around a shared mission;
• Invite and accept input from team members/people;
• Encourage upward and downward communication;
• Seek the inclusion and participation of all people in the team/organisation;
• Provide direction but offer feedback, support, and guidance as required;
• ‘Walk the talk’ by being visible, making themselves available to all;
• Understand that people are motivated when they feel involved and valued;
• Ask others for ideas or solutions;
• Believe that people should feel involved and that through their daily work they can add to the strength of the organisation; and
• Are interested in helping people with whom they work to reach their potential.

What is 360-degree Feedback?

The concept of getting ‘upwards, downwards, and sideways’ feedback from other people is not new, it has existed for centuries. However, in the context of personal and organisational development the 360-degree feedback approach first saw the light of day in the corporate world of the 1950s. Today the 360-degree approach of gathering information from multiple viewpoints has become a powerful way for an individual to:

• Expand their self-awareness;
• Gain invaluable insight and understanding as to how others perceive their strengths;
• Recognise their limitations;
• Seek out others with whom they work who may bring strengths to minimising their individual limitations; and
• Identify areas for personal development and growth that builds upon their strengths.

In our work we believe that 360-degreee feedback is an extremely powerful tool to help and support individual, team and organisational growth.

Who is involved in 360-degree Feedback?

For 360-degree feedback to be effective data must come from a variety of sources and with the CollaboRate360 instrument we ask that the individual being feedback upon seeks feedback from the following people (feedbackers):

• Their own feedback;
• Their line supervisor;
• Their peers;
• Their team members; and
• Their stakeholders, business partners, or customers.

We ask for 13 people in addition to the individual’s own feedback so as to minimise social desirability and unconscious bias with all but the line supervisor providing their feedback anonymously.

How does it Work?

The key to obtaining quality feedback is reliant on how it is administered and we follow the following proven path:

• The individual chooses those amongst their peers, team and stakeholders whom they wish to get feedback from;
• The feedbacker is communicated with by email asking them to visit the online site where they can provide their candid observations;
• The CollaboRate360 report is sent to the individual along with a CollaboRate360 Workbook as well as them being invited to a one-on-one feedback/coaching conversation;
• The individual through the one-on-one feedback/coaching session is provided with context and guidance to understand the data;
• The individual uses the guidance from the report and workbook to draw up a set of development goals with timeframe; and

There is the ability to get further feedback and update report on selected development behaviours, say some 5 they select after 6 months.

The CollaboRate360 online questionnaire allows the individual to rate their own performance and compare that with their chosen 13 feedbackers over 12 Competence areas via 60 behaviour questions.

The 12 Competence areas are given in the boxes below.

Communication – The ability to communicate with people, between organisations and across cultures in a way that builds trust and collaboration

Relationship Skills – The ability to build collaborative working relationships between and across organisations and cultures

Problem Solving and Decision-Making – The ability to solve problems and make decisions collectively with others

Innovation and Creativity – The ability to maintain an open and flexible attitude to new ideas and the seeking out of opportunities to innovate in collaborating with others

Energy and Tenacity – The ability to focus energy and effort and be persistent into seeking joint solutions and building effective collaboration

Coping with Pressure – The ability to manage time and remain positive in times of frustrations and failure whilst recognising stress in self and others

Managing Conflict and Uncertainty – The ability to remain calm and manage self and others in the face of conflict and uncertainty that can arise between people seeking to work collaboratively

Team Player – The ability to foster collaboration and work collaboratively with others in achieving challenging shared goals

Mindset – The ability to maintain a positive attitude, keep an open mind, learn and model collaboration

Stakeholder Orientation – The ability to bring together and encourage others to work towards shared goals through collaboration

Learning and Development – The capacity to learn and develop self as well to help and support others learn and develop

Managing Change – The ability to manage the challenges of change both for self and others in working collaboratively