360 Degree Feedback Process

Development Planning Session

AgendaAgenda

Receiving FeedbackFeedback ReportIDP Software

Review FeedbackAnalyze Strengths and GapsSetting GoalsDevelopment Journal and Resources

Sharing Feedback

Receiving Feedback

1

Conventional Wisdom of FeedbackConventional Wisdom of Feedback

Identify one or two “messages”

you remember from your

childhood about the wisdom of

providing candid feedback to

others.

Reactions to Feedback (SARA)Reactions to Feedback (SARA)

SurpriseSurprise

Anger/Apathy

Rationalize

Acceptance

Guidelines for Receiving FeedbackGuidelines for Receiving Feedback

Focus on behaviors, do not get trapped by your own feelingsShare your thoughts/feelings with a coach/mentor and othersCompare this feedback with feedback that you have received in the pastExpress appreciation

Known Areas of Strength

Known Areas for Development

New Areas of Strength

New Areas for Development

Four Types of FeedbackFour Types of Feedback

Understanding the Report

2

Category SummaryItem RatingsItem Ratings - Relationships/CommentsSummary QuestionsHighest Rated Items (10)Lowest Rated Items (10)

Item DescriptionSuggestions for DevelopmentRecommended Resources

Report SectionsReport Sections

How effective is this person in...

Effectiveness Scale ReviewEffectiveness Scale Review

Not Observed/Not Applicable

1 2 3 4 5 6N

Minimally Effective

ModeratelyEffective

HighlyEffective

Importance Scale ReviewImportance Scale Review

How important is this behavior to the success of the person being assessed?

Not Observed/Not Applicable

1 2 3 4 5 6N

Minimally Important

ModeratelyImportant

HighlyImportant

Average:

This number is your average score from all relationship categories except self

Importance Scale:This number is the average rating fromall people who rated youin 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.

Arrows show gaps between Effectiveness and Importance

Distribution:

The number of respondents choosing a rating level.

Category:

The category this item is a part of.

Arrows show gaps between Effectiveness and Importance

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

Analyzing 360 FeedbackAnalyzing 360 Feedback

Read through once quickly to get the “Big Picture” viewRead through a second time and highlight important areasIdentify Links between written comments and numerical data, and contradictionsLook for any patterns and trends

TrendsTrends

If the score differs from:

Desired

Self-rating

Other Categories

Other items in category

Other items across categories

Other type of rater

Using the Individual Development Planning (IDP) Software

3

Using and developing your strengths

Identifying and obtaining resources

Removing obstacles to your success, including blind spots

Purpose of the Development PlanPurpose of the Development Plan

To achieve YOUR goals by:

Place your IDP Data Diskette in your A:/ drive and copy or drag the file found there into your IDP2020 Directory.

Install the IDP Software on your computer. It will default to the directory C:/Idp2020

Password ProtectedPassword Protected

1. Are you aware of the need?1. Are you aware of the need?

2. Do you have the abilities?2. Do you have the abilities?

3. Are you committed?3. Are you committed?

4. Do you have support?4. Do you have support?

AwarenessAwareness

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?

AbilityAbility

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?

MotivationMotivation

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?

SupportSupport

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.?

Selecting Your GoalsSelecting Your Goals

Select 2-3 priority actionsConsider

Agreement among perspectivesLower scores in areas known to be critical in your present situationWritten comments

Use IDP software

Sample Journal EntrySample Journal Entry

Action AnalysisAction Analysis

Addresses the following questions:What?Why?Then What?So What?Now What?

Sharing Your Feedback

4

Contract for ActionContract 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)

Reviewing Results With Your Supervisor

Contract for ActionContract 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

Reviewing Results With Your Raters

Ongoing FeedbackOngoing Feedback

- “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?”

ehavior

utcome

onsequences

ctions

Use the Feedback Model

Coaching Session

5

Coaching Session ChecklistCoaching Session Checklist

Import your 360 data into your IDP software.Bring your 360 report and DISC profile to the coaching session. Your coach will receive a copy of each.Begin a draft of your development plan prior to the coaching session.Print a Strength and Gap analysis

Meeting With Your Personal CoachMeeting With Your Personal Coach

Benefits:Sounding board for reactions to feedbackNeutral/independent views of feedbackGenerates ideas for action planningSupport for development activitiesProvides the “game plan” for meeting with your supervisor to review plan

Reviewing Results With Your CoachReviewing Results With Your Coach

Session Goals:Discuss and clarify feedback report findingsReview commentsReview development activities and initiate action plan.Prepare for meetings with supervisor regarding development planPrepare for sharing feedback with supervisor and staff

Questions, Comments or Concerns?

Rick Stamm

The TEAM Approach

800/864-4911

rick@teamapproach.com

http://www.teamapproach.com