360 Feedback is one of the best coaching techniques to give your coachees a tangible picture of how their actions & behaviors are affecting those closest to them and also help reveal blind spots
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One of the most beloved digital coaching tools, this simple 360 Feedback tool covers Planning, Decision Making, Leadership & Values. It’s perfect for leadership, business, and executive coaching, involving any number of the coachee’s stakeholders, from all sides of their sphere of impact and world of support.
The greatest advantage of digital coaching tools provided by Simply.Coach is their ability to automatically present the multitude of responses in a neat report, sorted by the relationship each stakeholder has with your client. You can choose to keep respondents anonymous so that confidentiality of responses is maintained during the survey
Digital Tools help you bring the entire life-cycle of all your coaching instruments into a comprehensive coaching management software. With it, you can build any custom tool, send it out to your coaching clients and stakeholders directly from the platform, have the responses automatically collected for you, track and send reminders to those who have not responded, and gain insights from the responses to drive greater outcomes for your clients.To learn more, check out this video or this article.
Getting a comprehensive assessment from stakeholders in your coachee’s growth is an extremely powerful way of giving the coachee a tangible picture of how their actions and behaviors are affecting those closest to them.
It often puts in no uncertain words the appreciation that stakeholders have for the positives they are seeing in your client, giving them a lift and fresh impetus to keep putting in great efforts.
On the other hand, this tool can also reveal blind spots for the coachee providing them a hard reckoning of where they need to get better.These are just a few reasons why the 360 Feedback tool is a beloved staple for coaches around the world.
You could administer the tool at the start of the engagement, to serve as a baseline for comparison, and at the end of the engagement, to demonstrably measure and report on the progress made by the client.
If you are looking to measure progress during the middle of your engagement, try our Mid-Engagement review tool. It allows you to get inputs from stakeholders on how your coachee is progressing towards their specific goals
Sets realistic & achievable goals
Keeps employees focused on the organisation’s mission & vision
Motivates employees to achieve short- term & long- term goals
Displays excellent problem- solving skills
Makes the right decisions on time
Displays good judgement while making decisions
Seeks the viewpoint of others on crucial matters before taking action
Handles conflicts in a suitable manner
Recognize & rewards the achievements of the team
Fair and unbiased
Excellent mentorship skills that help in an employee’s personal growth
Responds constructively to the mistakes of others & provides inputs
Is ethical, honest, and reliable
Takes the responsibility for their actions
Leads by example is a role model
What does the leader do well? What are his/ her strengths?
What does the Leader need to differently/ better? What are his/ her development areas?
Simply click here to sign up for Simply.Coach and get your “360 Feedback” tool added to your coaching toolkit for free.
Invite clients for individual or even group & team engagements, and administer these tools to them for a more impactful and professional digital coaching experience.
And these Digital Tools are just one part of what Simply.Coach can do for you and your clients! To learn more, check out this video or sign up for a free trial now (no credit card required)!
The Qualitative 360 Feedback is the perfect coaching template to get anecdotal observations about your clients’ strengths and triggers to evaluate them on certain set competencies
If your coachee needs a way to summarise all the inputs received from their stakeholders, the 360 Feedback Summary is the perfect coaching form for that
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