Most generally defined as a strategy for receiving feedback from multiple stakeholders and sources, the 360-Degree Feedback strategy is meant to develop a holistic understanding of employee performance. It has gained popularity over the years, and while there are different versions of the strategy, my own observation is that most variations of the protocol cater to evaluating employee performance within an organization.
The protocol is powerful and it should be used more frequently within the educational space, but not as an evaluative tool from school leaders or principals. Rather, it should be adopted as an accountability and growth tool amongst Professional Learning Communities (PLC’s) looking to strengthen and empower professional relationships.
Below is a modified version of the 360-Degree Feedback protocol, originally adopted from the Collaborative Leadership Advancing School Success program at Hunter College.
This protocol should be implemented after the PLC has engaged in an inquiry or data-dive with rotating PLC leaders. The PLC may already have a designated leader, such as Department Chair, but for the purpose of this protocol, the leadership role amongst the team rotates between individuals throughout that specific inquiry process. Only with rotating leadership can the goal of the protocol be met.
360 Degree Feedback for Professional Learning Communities
Team Leader shares 2 things s/he did well and 2 things that were hard and they want feedback on.
Team members complete the following table, below.
After the table has been completed, Team Leader facilitates the feedback process as everyone shares out.
Team leader name: | |
Two specific things Team leader did well. | |
One piece of actionable feedback on what Team leader could do better. | |
For example:
Team leader name: | |
Two specific things Team leader did well. | 1. Took the initiative to go in a different direction than originally planned based on the data from the formative assessment but still was able to work with team in a productive way. This helped us meet our goals of viewing student work and deciding the next steps for both schools. 2. Proactive in arranging meeting times for school intervisitations. A definite meeting was arranged for November 21st . Q2L will be visiting TYWLS. |
One piece of actionable feedback on what Team leader could do better. | 1. Informing us on whether or not the changes that were made to the lesson were effective prior to the following class period. This would enable us to make quick tweaks and or changes to the next class period if possible. |
Want more information on how to bring this protocol to your school-community? Contact Jana Lee at jana@janaleeconsulting.com.