INVITE FOR FEEDBACK AND LEARN FROM OTHERS

In the LDT360 module you start the process by inviting your observers to provide you with feedback and coaching. The feedback reviews will bring you a number of important new insights.
You will discover that the comments of people around you, although subjective, will always be worthwhile since they bring you important information and trigger your self reflection.
The objective for you, using the LDT reports, is to become more effective in your leadership behaviour and to develop your leadership talent by acquiring competences and styles that fit with your ambition as a leader.

After having received the observer’s responses, LDpe will produce the LDT360 reports as your first feedback. These reports will immediately trigger your self reflection. But your learning will be deepened during the reviews with the individual observers. Each observer will be able to remind you about real life situations and you can ask him about the background of his perceptions. You will also discover that you can learn from an observer's feedback, even when the score of that observer tends to differ from the Observers average score.

Remember how we defined personal behavioural effectiveness we gave in 'Develop your Awareness'?

What the LDT360 reports will help you with is to very professionally prepare for the 1:1 reviews. You will be able to identify the questions to ask your observer while referering to the gap between his scores on your behaviour and your self score.
The LDT360 reports show how different observers score you on the dimensions of your personality profile (OPQ, Shapes Executive, Papi3 or Dimensions) and the consequences of these scores for potential qualities and possible pitfalls.

While analysing the report, you should realise that an observer's perception is 'the truth' for him.
This perception, however, is strongly influenced by:

  • The organizational context and culture (openness, security, strain, hierarchy, market circumstances, internal competition and politics, support between colleagues, etc.);
  • Hierarchical and the social relation between the observer and yourself;
  • The history of co-operation between the observer and yourself;
  • How deeply the observer really knows you;
  • The personality of the observer;
  • The personal 'fit' between the observer and yourself.

Since every score is subjective (even your own self image) you should learn to see how the specific subjective perception of the observer has been founded from his interpretation of the specific context. In fact, different observers may score differently, depending on context and your mutual interrelation.