Why is The INSIGHTMirror 360 considered one Why is The INSIGHTMirror 360 considered one of the premier online 360 Assessments?of the premier online 360 Assessments?

Because it recognizes that the key to exceptional Because it recognizes that the key to exceptional performance is in utilizing people’s strengths.performance is in utilizing people’s strengths.

Here’s Looking At You

Introduction to the Introduction to the INSIGHTMirror 360INSIGHTMirror 360

1. By correcting people’s weaknesses?

2. By building on people’s strengths?

3. By placing equal emphasis on both people’s weaknesses and strengths?

The answer may surprise you. All the major research studies confirm that the answer is #2, although almost 70% of current managers gave# 1 as their

answer. - Gallup Organization’s 20 year Leadership Study with over 200,000 leaders.

It is within It is within people’s strengths people’s strengths where lie the true where lie the true opportunities opportunities for exceptional for exceptional performance.performance.

What is the most recent research telling us about the What is the most recent research telling us about the best way to improve people’s performance?best way to improve people’s performance?What is the most recent research telling us about the What is the most recent research telling us about the best way to improve people’s performance?best way to improve people’s performance?

Fred AstaireFred Astaire

strengthenedstrengthened his his dancing talent through an dancing talent through an astounding work ethic astounding work ethic and through his explicit and through his explicit requests for feedback requests for feedback from choreographers, from choreographers, dancers and friends dancers and friends whom he held in high whom he held in high regard.regard.

Q. Why is The INSIGHTMirror 360 one of this country’s Q. Why is The INSIGHTMirror 360 one of this country’s premier 360s?premier 360s?

Answer:Answer: RETURN ON INVESTMENT RETURN ON INVESTMENT

• • The INSIGHTMirror 360 focuses primarily on people’s STRENGTHS.The INSIGHTMirror 360 focuses primarily on people’s STRENGTHS.

ResearchResearch According to the Gallop Study, only 17% of people spend most of their day working with their According to the Gallop Study, only 17% of people spend most of their day working with their

strengths.strengths. Gallup Organization’s 20 year Leadership Study, cited on page 2. Gallup Organization’s 20 year Leadership Study, cited on page 2.

An analysis of the 360 assessment data from 695 IRS managers in a three year study of An analysis of the 360 assessment data from 695 IRS managers in a three year study of

leadership traits showed thatleadership traits showed that IRS leaders who build on existing strengths (based on 360º IRS leaders who build on existing strengths (based on 360º

perception) achieve much larger increases in overall leadership effectiveness than those who perception) achieve much larger increases in overall leadership effectiveness than those who

focus on improving weaknesses.focus on improving weaknesses.

ResearchResearch According to the Gallop Study, only 17% of people spend most of their day working with their According to the Gallop Study, only 17% of people spend most of their day working with their

strengths.strengths. Gallup Organization’s 20 year Leadership Study, cited on page 2. Gallup Organization’s 20 year Leadership Study, cited on page 2.

An analysis of the 360 assessment data from 695 IRS managers in a three year study of An analysis of the 360 assessment data from 695 IRS managers in a three year study of

leadership traits showed thatleadership traits showed that IRS leaders who build on existing strengths (based on 360º IRS leaders who build on existing strengths (based on 360º

perception) achieve much larger increases in overall leadership effectiveness than those who perception) achieve much larger increases in overall leadership effectiveness than those who

focus on improving weaknesses.focus on improving weaknesses.

It is within our strengths that lie the true It is within our strengths that lie the true opportunities for both exceptional performance opportunities for both exceptional performance and a superior return on investment.and a superior return on investment.

We will deal with the importance of working with We will deal with the importance of working with people’s weaknesses in the next slide.people’s weaknesses in the next slide.

Does the INSIGHTMirror 360 Does the INSIGHTMirror 360 Address People’s Weaknesses?Address People’s Weaknesses?

• Absolutely! We devote two sections in our Award Absolutely! We devote two sections in our Award Winning Action Planning Guide to practical ways to Winning Action Planning Guide to practical ways to overcome weaknesses.overcome weaknesses.

• • Why so:Why so: If you don’t manage the If you don’t manage the weeds,weeds, you will soon be left with a you will soon be left with a

once beautiful garden left In decay.once beautiful garden left In decay.

• • How so:How so: By providing the best (non-boiler plate) tools to the Ratee. Through our Action By providing the best (non-boiler plate) tools to the Ratee. Through our Action and and

Planning Guide, we provide specific exercises and examples to assist Ratees with Planning Guide, we provide specific exercises and examples to assist Ratees with their their

weaknesses. weaknesses.

Below is an example from our Planning & Action Guide on how “better questions” can Below is an example from our Planning & Action Guide on how “better questions” can

make a weakness more manageable.make a weakness more manageable.

Martin’s 360º feedback report showed a very low score on the question relating to Getting along well with others. Martin was not surprised since he has heard this feedback many times from supervisors and other employees before. Neither commu -nication workshops nor limiting his chance for promotion ever helped Martin Get Along With Others. Martin’s behavior had a high impact on the productivity of the office since his behavior inhibited the informal, yet vital, flow of office information. 7 7hh

• Waste-of-Time Question: How can we motivate Martin to be pleasant at work? • Better Question: How can we help Martin practice improved people skills with the key management leaders that influence his performance rating? • An Even Better Question: (Ratee completes)

How Easy is the INSIGHTMirror 360 How Easy is the INSIGHTMirror 360 Assessment Process?Assessment Process?

• • The INSIGHTMirror 360The INSIGHTMirror 360 is extremely easy and is extremely easy and intuitive to use.intuitive to use. People at People at all levels of computer literacy have successfully used our on-line all levels of computer literacy have successfully used our on-line assessment to personally and directly invite Raters, and send out assessment to personally and directly invite Raters, and send out reminders to delinquent Raters. reminders to delinquent Raters.

• • Invitations to individual participants or groups go out instantly.Invitations to individual participants or groups go out instantly.

• • An individual’s assessment information is automatically integrated and An individual’s assessment information is automatically integrated and put into charts and easy-to-read logical formats.put into charts and easy-to-read logical formats.

• • We invested over $500,000 in the We invested over $500,000 in the most cutting edge hardware and most cutting edge hardware and software that impressed The Ken software that impressed The Ken Blanchard Companies, HRD Press Blanchard Companies, HRD Press and several other companies so and several other companies so much, that they now use our online much, that they now use our online assessment software system for assessment software system for most of their online assessmentsmost of their online assessments..

1. Read the requirements and guidelines for Raters before proceeding.

2. You can change default invitation to make the invitation more personal.

3. To invite Raters simply complete the table below.

4. The Ratee can invite two people to whom they report.u● Supervisor A● Supervisor A

● ● Supervisor Supervisor BB

First First NameName

Last NameLast Name EmailEmail How KnownHow Known

NancyNancy

TedTed

TomTom

Jane Jane

AliceAlice

FrankFrank

JoseJose

WoloskyWolosky

EdmanEdman

FranksFranksLinLin

Kips Kips

TangTang

CohenCohen

Nwolosky@abc.comNwolosky@abc.com

Tedman@acb.com

Tfranks@abc.comTfranks@abc.com

Jlin@abc.com Jlin@abc.com Akips@abc.com Akips@abc.com Ftang@abc.com Ftang@abc.com Jcohen@abc.comJcohen@abc.com

○ ○ SubordinatesSubordinates

○ ○ PeersPeers

●● Supervisor ASupervisor A

●● Supervisor B (optional)Supervisor B (optional)

○ ○ Upper ManagementUpper Management

○ ○ Others (Whatever you Others (Whatever you designate designate Others Others to be.)to be.)

Inviting Raters is a simple process:

• Customize or use default invitation

• Enter names and emails

• Select the Rater’s professional category (peer, supervisor)

• Click Submit

• An assessment email is sent automatically to Raters

SUBMIT

You (the Ratee) may invite as many Raters as you wish.You (the Ratee) may invite as many Raters as you wish.

Here you can view which Raters have completed their Rater Here you can view which Raters have completed their Rater assessments and send reminder emails to those who have not.assessments and send reminder emails to those who have not.

ModifyModifyEmailEmail

EmailEmail Send ReminderSend ReminderLastLastReminderReminder

CategoryCategory

John DoeJohn Doe ModifyModify jdoe@abc.123jdoe@abc.123 Completed Completed AssessmentAssessment

--------------------------------

PeersPeers

Mary Mary MiteMite

ModifyModify mite@abc.123mite@abc.123 Send ReminderSend Reminder 09/10/0309/10/03 SubordinatesSubordinates

Elaine Elaine RinsRins

ModifyModify erins@abc.123erins@abc.123 Completed Completed AssessmentAssessment

--------------------------------

PeersPeers

Charles Charles BartonBarton

ModifyModify cbarton@abc.1cbarton@abc.12323

Completed Completed AssessmentAssessment

--------------------------------

PeersPeers

Bob Bob SullivanSullivan

ModifyModify bsullivan@abc.bsullivan@abc.123123

Send ReminderSend Reminder 09/10/0309/10/03 SubordinatesSubordinates

Monitor Rater ActivityMonitor Rater Activity

Monitor Rater Activity:• Ratee and administrator can see who

has completed the assessment. You can change the setting so the Ratee cannot see their rating until you (the administrator) want them to.

• You can send automated reminders to those Raters who are delinquent in returning their completed assessments.

Written Comments:Written Comments: INSIGHTMirror 360 elicits specific and insightful Rater INSIGHTMirror 360 elicits specific and insightful Rater

comments in the Assessment’s thirteen comments in the Assessment’s thirteen comment areas.comment areas.

After we added these paragraphs at the end of the first set of questionsAfter we added these paragraphs at the end of the first set of questionsthe quality of our written Rater comments improved markedly:the quality of our written Rater comments improved markedly:

Instructions for questions in Section I:“Although written comments are optional, they add richness to a person’s Feedback Report in ways that numerical numbers cannot. You may wish to offer suggestions, clarifications, constructive feedback, and kudos. When writing comments, please be thoughtful and sensitive about how you phrase your written feedback.

Please make your comments specific. If you write, ‘Poor delegation,’ this does not give the Ratee much information to work with. If you are specific, and write, ‘Does not disseminate new information I need to make the delegated task match the needs of the client,’ that would be more meaningful and useful to the Ratee.”

Our clients tell us that the underlined words above give Raters permission to write comments that are not typically seen in other 360s. Our clients find the written comments contained in the INSIGHTMirror 360 feedback report quite meaningful and insightful, especially compared to other 360s they have used.

INSIGHTMirror360.comINSIGHTMirror360.com

Your Strengths are your Your Strengths are your Rising Sun.Rising Sun.

At Independence Hall, as the delegates At Independence Hall, as the delegates signed the U. S. Constitution, Benjamin signed the U. S. Constitution, Benjamin Franklin pointed to the president's chair, Franklin pointed to the president's chair, which had a sun painted on it. Franklin which had a sun painted on it. Franklin eloquently stated before all the eloquently stated before all the representatives:representatives:

"I have often...in the course of this "I have often...in the course of this session...looked at that...without being session...looked at that...without being able to tell whether it was rising or able to tell whether it was rising or setting. But now at length I have the setting. But now at length I have the happiness to know that it is a rising and happiness to know that it is a rising and not a setting sun."not a setting sun."

(301) 986-0512(301) 986-0512