FAQ - how does it work? | Turas

No. It’s not just senior managers that might find a 360 feedback report useful. Both the LC 360 and the Leading to Change 360 are applicable for all levels within organisations.
The LC 360 will focus on the six leadership capabilities in depth whereas the Leading for Change 360 will take a wider view and include areas such as ambition and values alignment.

If my manager or colleague has done the Leading to Change 360, should I do the same one?

Not necessarily. Which 360 tool you use should be based on your personal need rather than what your colleagues have done.

General

How much does this cost?

Both the Leading for Change 360 and LC 360 are free to access. There is an indirect cost of time for you and your raters to provide feedback however, so you should only undertake a 360 feedback process if you have a clear intention to use it in some way.

How often could / should I do a 360 feedback report?

Generally, you wouldn’t expect your report to be too different in less than 12 months. There are some exceptions to this for example 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 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 will need a minimum of 3 raters in each category you select. You do not need to have raters in every category, but it will help to provide a rounded perspective. As some colleagues may be on leave or not get around to providing feedback, you should aim to invite 4-6 raters as a minimum. There is no maximum and the you are able to send reminders.
If there are less than 3 raters, the groups will be combined to protect confidentiality within the groups. Therefore, you should try and make sure that you invite enough raters to have a minimum of three in each group. Note that this is not the case for the MANAGER group where the minimum is 1.

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 provide.

System

Where can I access the 360 feedback tool?

For the LC 360 you can log in to Turas and select the 360 feedback tool from your dashboard.
For the Leading for Change 360 you should consult your local OD Lead.

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

Yes, you can do this for either 360 tool.
For the LC 360 you might be programme managing a cohort of colleagues and wish to coordinate them starting at the same time on the system. Once logged in, you select a ‘Group 360’ and enter details from there. Your colleagues will still need to add in raters and although you can see their progress in gathering feedback, you will not be able to see their completed report.
For the Leading for Change 360 you would need to coordinate this through the local OD lead.

How do I amend or add rater details?

Log in to Turas and select the 360 feedback tool from your dashboard. From there you will be able to “edit rater details” and send reminders if required.
Log into the Leading for Change app and select the 360 tab in your profile where help information is provided.

How long does it take to complete a 360 feedback report?

Typically, this process takes 4-6 weeks from start to finish. The length of time it takes is dependent on how quickly you can get your raters to respond, so encouraging their responses is an important part of the process.
Once you have the minimum number of raters, you can then decide if you want to leave it open for more feedback or close it. If you are doing this as part of a development programme, you will need to be aware of those deadlines in reminding your raters.
You will not be able to generate your report until all of your MANAGER(S) have responded.

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

LC 360 - No. 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.
Leading for Change 360 - No. Once you are content that you have enough rater responses your organisation or team will sign off your report to make it available for your to review in the app.

Feedback

Can I be a feedback facilitator?

For the Leading for Change 360, feedback coaches are managed by the OD lead for the organisation or the development programme team. You can contact them to ask if there are opportunities to be involved. You cannot be a feedback coach for a report in which you are also a rater.
For the LC 360, feedback facilitators are ideally someone with experience of offering 360 feedback but in recognising the scale of the audience across the Scottish health and care system, we can not mandate or standardise this experience. If a colleague asks you to be their feedback facilitator, you must not be a rater for that person.

What guidance is there for a feedback facilitator / coach?

You will see your colleagues report before they do, allowing you time to prepare for the feedback session. It’s important that you respect the courage it has taken to let you see this report and honour the confidentiality of that.
Your role is not to defend or advocate for any part of this report, but to support your colleague in understanding the different perspectives offered and encourage a development plan to be generated.
You will find supplementary guidance on the Leadership Capabilities - 360 feedback tool page.

What if I don’t understand my feedback?

Leading for Change 360 – you can contact your facilitator to ask for support. Their name and details will be in your 360 tab in your dashboard.
LC 360 - if you don’t understand either how the report was generated or how to interpret a specific aspect of the report, contact Leadership@nes.scot.nhs.uk
Sometimes, it can take a while to really understand what some of your feedback means to you. If this happens after you have had your feedback session, you can ask your feedback facilitator or coach if they can offer a little more time to support this.
Some elements of your feedback may stand out as being different from the rest. This might mean that a minority of your raters have seen something in you that others have not or it might mean that they experienced something once. Either way, you should reflect on this feedback but also realise that feedback is perception, not fact. What you do with that perception is important.

What if I don’t agree with my feedback?

You might not agree with everything your raters have said. The reason your feedback is designed to protect anonymity is to encourage your raters to respectfully say how they experience you. So even if you think you know who said something you disagree with, it’s not OK to confront them with it. It might not have been them and they haven’t invited that feedback from you.
You might want to talk to your manager, coach or mentor about a perception that came from your report and seek support in better understanding it. As you don’t have to address every bit of feedback, you can choose to let some things sit for a while and focus on other aspects of your development plan instead.

Reporting

Will my organisation be told that I’ve done a 360 feedback report?

For Leading for Change 360, on a quarterly basis to your local lead will be provided with a report on global usage data and any key areas for improvement coming from the evaluation you are encouraged to contribute to.
For LC 360, the following data is reported on a quarterly basis to organisations:
- Name
- Role title
- Professional group
- Number of reports started + completed

Do I need to share my report with anyone?

No. Your report is your information 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.
Feedback facilitators do not have access to your report once they confirm they have conducted your feedback session.
You are encouraged to share your report with your manager to gain support for a development plan that supports you doing something with the feedback you’ve gathered.