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4 COACHING
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A 360-feedback program is most effective when results are delivered directly to the leader by an experienced coach who can guide the leader in using the feedback to achieve meaningful professional development. Simply handing a final report to the leader to review alone rarely results in any real improvement.
The Coaching phase of an Everything DiSC® 363™ for Leaders profile includes
- Preparing for delivering feedback
- Meeting with the leader to help process and understand the feedback
- Assisting the leader in identifying development areas and creating action plans
- Providing resources to help the leader achieve goals
- Scheduling follow-up meetings to measure progress and promote accountability
Prepare for Delivering Feedback
Coach
Review the leader's Everything DiSC 363 for Leaders profile to identify key findings in the feedback. Tools to aid in the coach's preparation include:
- The Everything DiSC 363 Coaching Supplement (see Sample Coaching Supplement)
- Available when EPIC administrator generates the leader's profile
- Assumes the coach has a strong working knowledge of the DiSC ® model
- Provides the leader's DiSC style, normative data, and a performance gap analysis
- Narrated video tutorials (see Video Tutorials)
- Explains the Everything DiSC Leadership model
- Provides insights and talking points for each section of the profile and coaching supplement
Leader
Set expectations with the leader about the one-on-one meeting and receiving 363 feedback. (See Meeting Invitation email template) Key points to include:
- 360-feedback reports are designed to show differences between rater and leader perceptions. Where the differences are large, there is often potential for growth.
- Leadership is influenced by a variety of factors such as character, life experiences, cognitive abilities, and maturity. Everything DiSC 363 for Leaders focuses on the interpersonal aspects of leadership.
- While it is not necessary to excel in all eight leadership approaches presented in this profile, at least some level of competency in each area is needed to be a great leader.
- Everything DiSC 363 for Leaders reports on leadership strengths as well as development opportunities.
- Leaders are more likely to excel in areas that are compatible with their DiSC styles (include if DiSC is used in the organization).
Meet with Leaders
When delivering 363 results, the coach's role is to help the leader make sense of the data, interpret the feedback, and frame it constructively. Key points include:
- Reiterate the 363 feedback expectations that were communicated before the meeting
- Explain the Everything DiSC Leadership model (pp. 2 & 4)
- Explore perception differences between the leader and raters (pp. 5-15)
- Celebrate the positives
- Leadership Outlook (p. 3)
- Greatest Strengths as a Leader (p.16)
- Explore development opportunities in Three Strategies for Development (pp.17-19)
- Refer to the Appendix for detailed data results (pp. 20 to end)
Use insights gained from the Video Tutorials to inform your delivery of the results.
Plan for Development
While feedback is important, the leader needs a plan of action that lays out specific steps toward growth. Points to keep in mind:
- It is not recommended that the leader focus on every piece of feedback.
- The profile suggests three specific development opportunities; start by focusing on one.
- A personal action plan for addressing an opportunity should include specific, measurable goals and timing expectations.
Provide Resources
The coach's role is to set the leader on a development path, not to teach them everything they need to know.
- Refer to 363 White Paper, How Everything DiSC 363 for Leaders Fits into Contemporary Leadership Theory, for an extensive bibliography of reading material that supports the model and provides insights into each of the eight leadership approaches.
- Assist leaders in finding seminars and workshops that support their growth areas.
- Encourage leaders to establish mentor relationships with individuals who demonstrate exemplary skills in the leadership practices they hope to improve.
Follow-up
Leaders who follow up on their formal feedback and action plans are more likely to show improvement in their effectiveness as a leader. Schedule follow-up meetings with the leader to discuss progress and readjust goals.
