Leadership Development Systems for Headteachers
and Senior Managers in Schools
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"In all areas of human endeavour, behaviour change as a result of
feedback is the key to performance improvement. The use of 360º
feedback offers a unique opportunity to guide performance in the world
of work".
Professor Christine Farrell, University of Surrey
What is the 360-degree Structure?
Our 360-degree development system is one of the most
effective tools for gathering a reliable and objective view of a
person’s professional attributes. Our 360 isn't an appraisal, but an assisted self-development programme which uses the 360 structure. It is a 'low-threat, high
impact' programme which has a 100% effectiveness rating. We use a paper or online questionnaire to gather the views of a range of colleagues (typically, for a headteacher, for
example: the Chair of Governors, SMT members, teachers and non-teaching
support staff) in regard
to their perceptions of the head's or manager's leadership skills. We
then analyse the respondents’ views and identify areas of existing
strength, and also where skills may be improved and further developed.
Individual and Team Reports
For an individual, we produce a confidential 30-page report. For leadership teams, a team report is also generated in addition to each individual report. We then act as facilitators,
helping to identify areas for development, assisting in target-setting,
providing evaluations of progress, and finally re-testing to quantify
improvement in both quantitative and qualitative terms through a
second, short, ‘targeted’ 360 and Review Report.
Individuals would normally each be assisted in the development of three
target skills. In addition, a team 360 would also set targets for 3
overall team abilities. So in a typical SMT of, say, five people, the
Team 360 programme would identify and support the achievement of a
total of eighteen enhanced or new capabilities.
How long does the 360 Group process take?
We don’t believe in using a generic 360 and making schools, heads or
SMT’s fit into it. Every one of our 360 processes is tailored to fit
with you. We begin each 360 with a meeting at your school to ask where
you want our work focused, so that the outcomes fit with your
individual needs and your school improvement plan. We can start to work
with you at any time of year, but as an illustration, if we begin in
September we would expect to have produced an agreed instrument,
gathered responses and provided the Report by October half-term. Then
we would work with you to agree your Activity Plan; we support this for
the next four half-terms. In the second half of the summer term we
re-test and assess your progression, and report back to you once more.
In all then, a 360 will support your work for the whole of an academic year.
What skills do we identify and develop?
We know from the latest and widely-accepted research that outstanding
leadership in education is characterized by a range of 25 sub-skills
grouped around five key areas. Our 360 assesses how frequently these
sub-skills are recognized as being deployed against a scale of optimal
use. Our system pinpoints existing capabilities, and also determines
which skills are absent or under-used. We work with our partners to
establish new or enhanced competencies, resulting in more effective
leadership and higher-quality teaching and learning.
What happens in a Team 360?
In a Team 360, we tailor our materials to fit with the particular areas which headteachers wish to consider and to develop as strengths in their leadership teams. We can work with deputies, assistant heads, curriculum co-ordinators, phase-group leaders or whole staff teams.
We can also offer other 360 Group services such as MBTI personality-typing, and Emotional Intelligence and NLP training. We can work with schools making appointments to senior leadership teams by advising on current strengths and determining applicants' ability to add new skills to an existing team.
What does the 360 involve?
A year’s programme will include :
- working together to design a school-specific 360 instrument
- producing the questionnaires
- collating and analyzing responses
- producing the confidential Report
- a one-to-one personal feedback interview with one of our consultants (all of whom are former headteachers)
- agreement and implementation of the head’s activity plan to focus on the development of improved skills
- four development consultancy meetings (one each half term) to monitor and evaluate progress
- production of the follow-up, evaluative Target 360
- implementation and analysis of the Target 360
- production of the end-of-cycle target report
I’m interested. How do I get more information?
Just click the image above to arrange a
free, no-obligation consultation
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