360 degree feedback process development planning session
TRANSCRIPT
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
http://www.teamapproach.com