The Project Lift 360

Our tool specifically developed to give you a a ‘rounded’ view of your personal strengths and areas for development

The Project Lift 360

What is a ‘360’ and what are the benefits?

360° feedback is designed to provide you with a ‘rounded’ view of your personal strengths and areas for development through feedback from people that have experience of working with you on a regular basis.

It will help you to:

  • increase your self-awareness
  • enhance your personal effectiveness
  • improve your working relationships
  • identify key personal development themes for you to address
  • help with career development planning

Those that you invite to provide you with feedback are categorised into ‘rater groups’ as follows:

  • manager(s) – those to whom you report (category not anonymous)
  • reports – those who report to you (directly or indirectly)
  • peers – people who are outside your line management chain
  • others – raters who are not peers or direct reports but work closely with you

If you are unsure who you should select to provide you feedback then you should speak with your facilitator in the first instance.

  1. What does it measure?

The PL360 is aligned to the Project Lift Leadership Profile. This profile is wide in its focus, looking at the whole person and including the following areas:

  1. Ability
    1. Professional
    2. Leadership
  2. Insight
    1. Self-awareness
    2. Strategic insight
  3. Values
    1. Personal (clarity)
    2. Shared (with your organisation)
  4. Ambition
    1. Personal
    2. Organisational

You should also have completed the Project lift Self-Assessment Questionnaire (SAQ) as this will provide an excellent starting point for your development journey and help familiarise you with the Leadership Profile.

 

I am about to start the 360 process, what happens now?

Your local lead will have agreed on your participation and a coordinator will ‘add’ the 360 to your profile on the Project Lift app.  To access this you simply need to click on the card labelled ‘360’ which will then allow the ‘flow’ to be displayed.  Full instructions are then displayed.

As part of the 360 flow you will have an opportunity to answer some reflective questions.  These can be answered at any time, before, during and after your feedback.

The coordinator will match you to a facilitator who is skilled at delivering one to one feedback sessions and understands the project lift tools.

You will then agree with your facilitator a suitable date for the session.  This should be set far enough in advance to allow any rater that you have selected to complete their assessment.  The system automatically opens up a 4-week window for the raters to complete their assessment.  It is good practice to let the raters know that they will be receiving this.  There is a facility to tailor the message to each rater.

When you have enough raters your facilitator will be able to download the report.  The facilitator may wish to send you a copy prior to the feedback session.  This is entirely dependent on the facilitator although normally you wouldn’t get to see the report till you are having the feedback session.

When the session is complete the facilitator would mark it as compete on their system, this would then release the report into your profile.

A process map can be found here.

How do I access the Project Lift 360?

The 360 is designed to be administered and delivered by your organisation, supported by the central Project Lift team.  As such your organisation retains the flexibility to define how and when to use the tool based on the needs at the time.

If you feel that you should complete a 360 appraisal then please contact your local OD/training department for more information on how they are using it.

 

What is a ‘360’ and what are the benefits?

360° feedback is designed to provide you with a ‘rounded’ view of your personal strengths and areas for development through feedback from people that have experience of working with you on a regular basis.

It will help you to:

  • increase your self-awareness
  • enhance your personal effectiveness
  • improve your working relationships
  • identify key personal development themes for you to address
  • help with career development planning

Those that you invite to provide you with feedback are categorised into ‘rater groups’ as follows:

  • manager(s) – those to whom you report (category not anonymous)
  • reports – those who report to you (directly or indirectly)
  • peers – people who are outside your line management chain
  • others – raters who are not peers or direct reports but work closely with you

If you are unsure who you should select to provide you feedback then you should speak with your facilitator in the first instance.

  1. What does it measure?

The PL360 is aligned to the Project Lift Leadership Profile. This profile is wide in its focus, looking at the whole person and including the following areas:

  1. Ability
    1. Professional
    2. Leadership
  2. Insight
    1. Self-awareness
    2. Strategic insight
  3. Values
    1. Personal (clarity)
    2. Shared (with your organisation)
  4. Ambition
    1. Personal
    2. Organisational

You should also have completed the Project lift Self-Assessment Questionnaire (SAQ) as this will provide an excellent starting point for your development journey and help familiarise you with the Leadership Profile.

 

I am about to start the 360 process, what happens now?

Your local lead will have agreed on your participation and a coordinator will ‘add’ the 360 to your profile on the Project Lift app.  To access this you simply need to click on the card labelled ‘360’ which will then allow the ‘flow’ to be displayed.  Full instructions are then displayed.

As part of the 360 flow you will have an opportunity to answer some reflective questions.  These can be answered at any time, before, during and after your feedback.

The coordinator will match you to a facilitator who is skilled at delivering one to one feedback sessions and understands the project lift tools.

You will then agree with your facilitator a suitable date for the session.  This should be set far enough in advance to allow any rater that you have selected to complete their assessment.  The system automatically opens up a 4-week window for the raters to complete their assessment.  It is good practice to let the raters know that they will be receiving this.  There is a facility to tailor the message to each rater.

When you have enough raters your facilitator will be able to download the report.  The facilitator may wish to send you a copy prior to the feedback session.  This is entirely dependent on the facilitator although normally you wouldn’t get to see the report till you are having the feedback session.

When the session is complete the facilitator would mark it as compete on their system, this would then release the report into your profile.

A process map can be found here.

How do I access the Project Lift 360?

The 360 is designed to be administered and delivered by your organisation, supported by the central Project Lift team.  As such your organisation retains the flexibility to define how and when to use the tool based on the needs at the time.

If you feel that you should complete a 360 appraisal then please contact your local OD/training department for more information on how they are using it.

 

Choice of 360

Which 360?

There are two versions available, the Project Lift 360 (PL360) and the Leadership Capabilities 360 (LC360).

Although these are similar in their design the key difference is that  they are assessing against different behaviours.

 The Project Lift 360 is based on the Project Lift Leadership Profile. This profile is wide in its focus, looking at the whole person. The Project Lift 360 is facilitated through your organisation or as part of a development programme.  In order for you to be offered a PL360, you will need to have first completed your profile and the Project Lift Self-Assessment Questionnaire.

The LC360 focuses on the Leadership Capabilities  shared by health and care and  can be accessed by logging on to the Turas Dashboard Home page and selecting the Leadership Capabilities Feedback Tool from your Dashboard.  While it is strongly encouraged that  everyone  has a facilitated feedback session when using this tool, it is not mandatory in an effort to increase equity of access across the health and care system in Scotland.

General

Am I the right level for a 360?

It’s not just senior managers that might find a 360 Feedback Report useful. The 360 is designed to be applicable for all levels but as discussed above it’s use will be based on organisational need.

How much does this cost?

The 360 is free to access and use.  However, there is a time cost for those involved in providing feedback and delivering the session i.e. you, your raters and the facilitator.  This coordination of resource will be managed through your local lead.

How often could / should I do a 360 Feedback Report?

Generally speaking, you wouldn’t expect your report to be too different in less than 12 months.  There are some exceptions to this i.e. you may have started a new role or if you’ve undertaken a leadership programme using your 360 report and are seeking insight around whether your change in approach has made a difference.

Why should I choose a 360 Feedback tool over other development options?

A 360 report is not a psychometric and will not tell you anything about your preferences, or necessarily even your abilities. It offers you a snapshot of how a wide range of colleagues experience you and it would be difficult to replicate this in any other way, taking confidentiality and report generation into account.

Raters

How many raters do I need in each of the categories?

Other than the categories of SELF and MANAGER(S) you should aim for a minimum of 5 in each category your select.  You do not need to have Raters in every category if it isn’t applicable, but the more you have from as broad a perspective as possible the more rounded the report will be.  There is no maximum amount of raters that can be invited in each category.

To protect confidentiality of raters the groups will be combined to protect confidentiality if there are less than 3 raters.  Therefore, you should try and make sure that you select enough raters to have a minimum of three in each group.  Please note that this is not the case for the ‘manager’ group.

Who should I ask to be a rater for me?

It’s important to ask a range of people that you work with including those you have a good relationship with and those that you find more difficult.  This is an opportunity to better understand what you might be doing that makes some relationships more or less constructive so the more diverse your Raters, the richer the picture your report can develop.

System

Where can I access the 360 Feedback tool?

This will be decided by your organisation based on need and capacity.

Can I coordinate a group of people to get 360 feedback?

Yes, this is possible although bear in mind the capacity that will be required to deliver multiple feedback conversations.

How long does it take to complete a 360 Feedback Report?

The assessment window is opened for four weeks.  Raters will be reminded at three points during this period and the facilitator has the facility to manually remind any raters.  Should all raters complete the assessment quickly then the report, and if desired the feedback session quickly.

Can I take a sneak peak at my report before it’s ready?

Because the system is designed to protect the anonymity of your Raters, if you chose to generate the report before you have everyone’s feedback, the system will merge the feedback into a general category.  Once this is done, there is no way to re-open the report.

Feedback

Tell me more about the Facilitator?

  • Your facilitator is an individual that is already skilled in delivering one to one developmental sessions. They could be someone that is a qualified coach, psychometric or 360 facilitator.  All individuals will have had training on the tool and deemed competent to deliver these types of sessions.
  • Your facilitator will see your report before you do. This will allow them to prepare fully for the feedback session.  Although not normal procedure, they may share the report with you prior to the feedback session.
  • After the session has been completed your facilitator will make it so and the report will be released on your profile.

Reporting

Will my organisation be told that I’ve done a 360 Feedback Report?

  • As part of governance and improvement you are required to complete an evaluation of the process. On a quarterly basis your local lead will be provided with a report on global usage data and any key areas for improvement.  This is to ensure that the feedback sessions maintain a high quality.
  • The content of your report will not be shared and is entirely your data.
  • You may be contacted by one of the central Project Lift team should any feedback warrant this. If you do need to contact the central team at any point then you can do so at projectliftconfidential@nes.scot.nhs.uk

 

Do I need to share my report with anyone?

  • No. Your report is your data and you are in control of who it is shared with. It is not possible for your Raters, Group Coordinator or Manager(s) to see your report without it coming from you.
  • You are encouraged to share your report with your manager in order to gain support for a development plan that supports you doing something with the feedback you’ve gathered