360 DEGREE FEDBACKMSF
Heidi FahyApril 30th 2009
Revalidation
Results of at least two multi-source feedbacks from colleagues, with evidence of reflection, appropriate change and discussion in appraisal
360 degree appraisal
other people's perception of behaviour/ performance
Reinforcing effective behaviour, adjusting any that others view less
favourably
process Similar to process for Registrars 10-15 individuals: GPs you work with, as well as nursing and administrative staff colleagues. Secondary Care or PCT colleagues could
also be included.
Process ON-LINE 20+ minutes Will eventually be attached directly to
‘e-portfolio Consideration being made for locums and
sessional doctors.
Few cautionary words constructive feedback or criticism on
behaviours or actions that can realistically be changed or improved.
Negative/ destructive/personal comments lead to bad feeling and less likely to have a positive outcome
Opportunity to praise and highlight good practice
Final words for GPs Reflect on the results Implement change as necessary Demonstrate at next MSF Evidence of reflection and change Record process Will be discussed at appraisal Will need to be evidenced in the portfolio
For discussion in groups Pros and cons of an MSF Pitfalls of the PROCESS How to make sure it is effective and
beneficial
Can use De Bono : ‘SIX HATS’
MSF- background Initially a tool in the commercial sector
for performance management but rarely used for this now
Now seen as a developmental tool to examine behaviours key to a job such as teamwork, communication and interpersonal skills
Looks less at what people do, and more at how they do it
Giving feedback
• Descriptive• Non-judgemental• Balanced• Emphasis on behaviours that have potential for change• SMARTThis key skill is now required by all in your practice whowill be asked to participate in the MSF
Theory Discrepancy between self-evaluation and
the views of others will increase self-awareness
• Enhanced self awareness is required for maximal performance
• Self awareness will lead to change
• BUT –there is little evidence that the views of others are key drivers in individual change
Why not Negative feedback is perceived as less
accurate • Assessment often hurts • It often generates feelings of shame,
powerlessness, anger, embarrassment • Those who consistently assess
themselves lower or higher than others have less insight and are less likely to use feedback.
• These effects can be long lasting