1. 360 degree fedbackMSF Heidi Fahy April 30th 2009

2. Revalidation Results of at least two multi-source feedbacks from colleagues, with evidence of reflection, appropriate change and discussion in appraisal

3. 360 degree appraisal • other people's perception of behaviour/ performance • Reinforcing effective behaviour, • adjusting any that others view less favourably

4. process • Similar to process for Registrars • 10-15 individuals: • GPs you work with, as well as • nursing and • administrative staff colleagues. • Secondary Care or PCT colleagues could also be included.

5. Process • ON-LINE • 20+ minutes • Will eventually be attached directly to ‘e-portfolio • Consideration being made for locums and sessional doctors.

6. Few cautionary words • constructive feedback or criticism on behaviours or actions that can realistically be changed or improved. • Negative/ destructive/personal comments lead to bad feeling and less likely to have a positive outcome • Opportunity to praise and highlight good practice

7. Final words for GPs • Reflect on the results • Implement change as necessary • Demonstrate at next MSF • Evidence of reflection and change • Record process • Will be discussed at appraisal • Will need to be evidenced in the portfolio

9. For discussion in groups • Pros and cons of an MSF • Pitfalls of the PROCESS • How to make sure it is effective and beneficial Can use De Bono : ‘SIX HATS’

11. MSF- background • Initially a tool in the commercial sector for performance management but rarely used for this now • Now seen as a developmental tool to examine behaviours key to a job such as teamwork, communication and interpersonal skills • Looks less at what people do, and more at how they do it

12. Giving feedback • Descriptive • Non-judgemental • Balanced • Emphasis on behaviours that have potential for change • SMART This key skill is now required by all in your practice who will be asked to participate in the MSF

13. Theory • Discrepancy between self-evaluation and the views of others will increase self-awareness • • Enhanced self awareness is required for maximal performance • • Self awareness will lead to change • BUT –there is little evidence that the views of others are key drivers in individual change

14. Why not • Negative feedback is perceived as less accurate • • Assessment often hurts • • It often generates feelings of shame, powerlessness, anger, embarrassment • • Those who consistently assess themselves lower or higher than others have less insight and are less likely to use feedback. • • These effects can be long lasting