180 & 360s: Rule book

All partners need to have completed the LMP accreditation process to debrief the ILP/LMP/LDP

Reports are only sent to participants by their coach or the PLC on a project.
This is done within Able from the participant tab, under Intake and Surveys, find relevant 180/360, click on icon as indicated and then click on ‘Email Reports’
Coach can decide if the report is appropriate to be sent to participant before the debrief – if any concern that the feedback may be difficult to receive then coach to share during or after the debrief. We acknowledge the subjectivity of this decision and, if participant is known to the coach, it will include the coach’s perceptions of the participant’s readiness for feedback
360s reports cannot be shared if there are too few rater completions (minimum 4 raters need to provide feedback to ensure anonymity).
Reports are only available to be sent to participants after the survey period has ended.

All participants of 360s are engaged in either a 1-on-1 debrief of their results and/or a group debrief. The only exception to this is pre/post reports that can be emailed by the PLC with explanation (see Post LMP instructions) and offer of a short chat if required
An LMP is ideally always debriefed 1-on-1. The ILP, as a shorter and simpler tool, can be shared in a group debrief as long as there is time allocated for participants to talk through their responses to their feedback in the session and if needed, also talk with the facilitator

Reports are always 100% confidential and seen only by the participants and coach UNLESS otherwise agreed by all parties (coach, participant, sponsor and raters) and you would be notified of this by your PLC/PC
A survey cannot be re opened for extra raters when a report has already been shared with participant – as it may result in identification of rater(s)

Three way alignment conversations are sometimes required by a sponsor or participant – they will usually occur after a 360 debrief). In this instance, it is always imperative the coach knows if this is required as part of performance management process (where it would be considered remedial coaching) or if it is to simply align the coaching intent and goals with the manager’s/boss’s input (see attached)