Practical case studies
Sole beneficiary
Objectives:
Developing the skills of a manager or expert
Questionnaires :
1 to 5 generic Qualintra questionnaires
Debriefing:
Preferably by an external coach, otherwise use a trained internal resource (from Qualintra or another organisation).
Best practice :
- Clearly communicate the reasons for the 360° Feedback to the beneficiary
- Give beneficiaries the opportunity to choose their referees while organising a validation point with their N+1 or HR.
- Use the Qualintra platform to manage administration.
- Debriefing using the interactive platform or the pdf report.
- HR assistance with the development plan / or additional session with a coach to finalise the development plan 2 to 3 weeks after the debriefing
Managers enrolled in a development programme
Objectives:
Develop the skills of several managers as part of a tailored development programme. These may be large or small cohorts (top 150, top 300, all support function managers, etc.).
Questionnaires :
Preferably a 360° questionnaire tailored to the company's development programme and reference framework. Contact our team of consultants to help you create an effective 360° Feedback tailored to your needs.
Debriefing:
Mandatory. If it is not possible to use an external coach, use a trained internal resource (from Qualintra or another organisation).
Best practice :
- Clearly communicate to managers the reasons for 360° Feedback and how it fits into the management development programme.
- Be very clear about the purpose of 360°: development, not performance evaluation.
- Give managers the opportunity to choose their respondents while organising a validation point with the N+1 or HR.
- Contact us, Qualintra will take care of everything
- Debriefing using the interactive platform or the pdf report.
- It is also very interesting for groups of managers to organise collective debriefings or co-development sessions, preferably accompanied by external coaches.
- HR assistance with the development plan / or additional session with a coach to finalise the development plan 2 to 3 weeks after the debriefing
- Use Qualintra's analytical resources to identify relevant collective development actions for this group of beneficiaries (360° mapping)
360° feedback for an executive or management committee
Objectives:
Assess the ability of a management/executive committee to work together optimally. Offer managers a development plan tailored to their specific challenges.
Questionnaires :
Preferably a 360° model adapted to the company's reference framework. The aim is to assess the skills already mastered and those that need to be strengthened to guarantee the success of the strategy. Contact our consultancy team to help you create an effective 360° Feedback system tailored to your needs.
Debriefing:
Preferably with an external coach.
Best practice :
- Clearly communicate the reasons for the 360° Feedback to the Management Committee / Executive Committee
- Ensure that the Managing Director/CEO participates as n+1 in the 360°.
- Give managers the opportunity to choose their respondents while organising a validation point with the N+1 or HR.
- Instead of using the platform, ask for VIP 360° Feedback: Qualintra will take care of everything
- It is also very interesting for groups of managers to organise collective debriefings or co-development sessions, preferably accompanied by external coaches.
- HR assistance with the development plan / or additional session with a coach to finalise the development plan 2 to 3 weeks after the individual debriefing
- Use Qualintra's analytical resources to identify the collective development actions relevant to this group of beneficiaries (360° consolidated analysis). Ask a Qualintra consultant to present the results to the Management Committee / Executive Committee.
360° feedback for all managers
Objectives:
Assess managers using a short questionnaire (no more than 20 questions) so that the results can be integrated into the appraisal process.
Questionnaires :
A 360° model adapted to the company's reference framework is mandatory. Short questionnaire of between 10 and 20 questions, either 90°, 180° (preferred) or 360°. Contact our consultancy team to help you create effective feedback tailored to your needs.
Debriefing:
Not compulsory. Option of debriefing by HR or in groups or in 1-1 sessions with the N+1: debriefing kit for N+1s required.
Best practice :
- Clearly communicate the reasons for 360° Feedback to the Executive Committee/Management Committee
- Ensure that the Managing Director/CEO participates as N+1 in the 360°.
- Give managers the opportunity to choose their respondents while organising a validation point with the N+1 or HR.
- Don't go through the platform, ask for VIP 360° Feedback: Qualintra will take care of everything
- It is also very interesting for groups of managers to organise collective debriefings or co-development sessions, preferably accompanied by external coaches.
- HR assistance with the development plan / or additional session with a coach to finalise the development plan 2 to 3 weeks after the debriefing
- Use Qualintra's analytical resources to identify relevant collective development actions for this group of beneficiaries (360° mapping, consolidated analysis). Ask a Qualintra consultant to present the results to the Management Committee / Executive Committee.
