Section 5: Feedback in a confidential process

Lesson five: conducting feedback discussions when reports are confidential

Part of How to debrief 360 results and drive meaningful change, a six-section guide. Back to the overview

Confidential processes

Confidential processes vary in how they are implemented, so these are general tips. Adapt them to your situation.

1. Many of the tips in Section 3 still apply. Review tips two through six and use what fits your situation.
2. Spend time discussing the participant's current role and goals. What do they love about their job, what do they find challenging, and what do they want to achieve in the future?
3. Since you do not have the report, ask general questions about the results.

• Overall, what are some of the clear strengths you noticed in the feedback?
• Why do you think those are strengths for you?
• Overall, what are some areas you would like to focus on for development?
• Why do you think those are growth opportunities for you?
• How does the feedback connect to your current role and the goals you want to achieve?

4. If you are the participant's manager, and if it is appropriate, add your own observations about their stated strengths and growth opportunities. Offer specific examples of what they are doing well and what needs further development.
5. Use the tips in Section 4 for selecting development actions and helping participants document their GAP.

Next: Section 6 covers the key takeaways and additional resources.