360 Degree Feedback Process

1. 360 Degree Feedback Process Development Planning Session

2. Agenda • Receiving Feedback • Feedback Report • IDP Software • Review Feedback • Analyze Strengths and Gaps • Setting Goals • Development Journal and Resources • Sharing Feedback

3. 1 Receiving Feedback

4. Conventional Wisdom of Feedback Identify one or two “messages” you remember from your childhood about the wisdom of providing candid feedback to others.

5. Rationalize Anger/Apathy Surprise Acceptance Reactions to Feedback (SARA)

6. Guidelines for Receiving Feedback • Focus on behaviors, do not get trapped by your own feelings • Share your thoughts/feelings with a coach/mentor and others • Compare this feedback with feedback that you have received in the past • Express appreciation

7. Four Types of Feedback Known Areas of Strength Known Areas for Development New Areas of Strength New Areas for Development

8. 2 Understanding the Report

9. Report Sections • Category Summary • Item Ratings • Item Ratings - Relationships/Comments • Summary Questions • Highest Rated Items (10) • Lowest Rated Items (10) • Item Description • Suggestions for Development • Recommended Resources

10. N 1 2 3 4 5 6 Minimally Effective Moderately Effective Highly Effective Not Observed/ Not Applicable Effectiveness Scale Review How effective is this person in...

11. N 1 2 3 4 Importance Scale Review How important is this behavior to the success of the person being assessed? 5 6 Minimally Important Moderately Important Highly Important Not Observed/ Not Applicable

12. Importance Scale: This number is the average rating from all people who rated you in this relationship category Effectiveness Scale: This number is the average rating from all people who rated you in this relationship category Distribution: The percentage of all responses in this category receiving this level of response. Average: This number is your average score from all relationship categories except self Arrows show gaps between Effectiveness and Importance

13. Distribution: The number of respondents choosing a rating level. Arrows show gaps between Effectiveness and Importance Category: The category this item is a part of.

14. Comments: Presented in random order, verbatim, with each item.

15. Analyzing 360 Feedback • Read through once quickly to get the “Big Picture” view • Read through a second time and highlight important areas • Identify Links between written comments and numerical data, and contradictions • Look for any patterns and trends

16. Trends If the score differs from: • Desired • Self-rating • Other Categories • Other items in category • Other items across categories • Other type of rater

17. 3 Using the Individual Development Planning (IDP) Software

18. Purpose of the Development Plan To achieve YOUR goals by: • Using and developing your strengths • Identifying and obtaining resources • Removing obstacles to your success, including blind spots

19. Install the IDP Software on your computer. It will default to the directory C:/Idp2020 Place your IDP Data Diskette in your A:/ drive and copy or drag the file found there into your IDP2020 Directory.

20. Password Protected

25.  

27. 1. Are you aware of the need? 2. Do you have the abilities? 3. Are you committed? 4. Do you have support?

31. Awareness Your performance can be affected by your understanding of your behavior-knowing how well you are doing. Do you understand: …What’s going on in the workplace? …What’s expected of you? …How others view your work? …The consequences of your actions? …Why you behave the way you do?

32. Ability Your performance can be affected by what you know. … Are your skills right for the job? … Have you had enough experience in the situation? … Are you physically able?

33. Motivation Your performance can be affected by your desire. … Is it what you want to do? … Do you think the task is important? … Do you have a positive attitude toward doing it? … Do you feel it will help you achieve your goals?

34. Support Your performance can be affected by how well you are supported. Have you been given: …the responsibility to do it? …clear standards, guidelines, procedures? …current information? …enough time? …tools, equipment, supplies, etc.?

35. Selecting Your Goals • Select 2-3 priority actions • Consider • Agreement among perspectives • Lower scores in areas known to be critical in your present situation • Written comments • Use IDP software

37. SMART

42. Sample Journal Entry

44. Action Analysis Addresses the following questions: What? Why? Then What? So What? Now What?

47. 4 Sharing Your Feedback

48. Reviewing Results With Your Supervisor Contract for Action • Objectives • Review plan and seek concurrence • Gain commitment for resources • Plan for ongoing discussion of progress • What do you share • Development plan - Important • Feedback information - (strongly encouraged)

49. Reviewing Results With Your Raters Contract for Action • Message to communicate • Thank your raters • Seek clarification on feedback • Seek support and confirmation of action plan • Enlist them in ongoing feedback • What do you share • Development plan - Strongly encouraged • Feedback information - As comfort level permits

50. B ehavior O utcome C onsequences A ctions Ongoing Feedback Use the Feedback Model - “How do you view my behavior?” - “How does it affect you and others?” - “How do people act as a result?” - “What suggestions can you give me?”