LL360Report Debrief Session

LinkedIn Leadership 360

What is it?  The LinkedIn Leadership 360 is a developmental learning tool designed to help LinkedIn’s leaders become “world class” by improving specific leadership strengths from good to great. Individual development plans are created based on feedback from the leaders’ manager(s), peers, direct reports, and cross-team partners.  

Who it is for?  Senior Leaders (Directors +)

What is the objective? To obtain insights about one’s leadership strengths and identify a focus for growth, development and transformation.  To better understand perceptions of others in order to be a better leader for those around you.

When will it be ready? 2 hours of Leader’s time + 10 minutes per rater.  From start to finish, the process takes about 6 weeks.

Enterprise Solution, Senior Leaders

Review your LinkedIn Leadership 360 Report

Our objective for today

You are here

Signal vs. NoiseA Guide to Interpreting your Report

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Leadership Brand Yourtopstrengthsandabilitiesthatdefineyouruniquebrandofleadership.

Derailers Potentialgapsinleadershipabilitiesthatarepreventingyoufrombeinganeffectiveleader.

As we review your report, we’re looking for:

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Before reviewing your 360 report, let’s briefly discuss some key ideas...

Your Leadership Brand

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Remember: You don’t have to be perfect to be a world class leader.

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Focus: Fewer things done better

Become world class at 3-5 key leadership strengths, while maintaining the absence of any derailers that could keep you from being successful.

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Find Your Sweet Spots

Sweet spot: existing strength you want to take from good to great because:

It’s good for the business

Consider your goals, OKRs, and current business challenges. What are all the skills that LinkedIn needs from you in the next 9-12 months?

You have a passion or interest in developing it

Strength Passion

Business Need

Sweet Spot

Key Question #1: What does the data tell us about your top 3-5 strengths?

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Derailers

A Derailer is the absence of a key leadership skill that, due to its absence, affects a leader’s overall effectiveness.

Derailer

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Derailers overshadow other strengths or talents and, therefore, need to be addressed. We call these your derailers.

They can result in:

Performance problems Career plateaus

Job failure Damaged relationships

Key Question #2: Does the data reveal any derailers?

Perceptions vs. Reality

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Perceptions are Reality

Research shows self-perception is notoriously inaccurate

How others perceive you is reality for them

Whether it is objectively true or not is less important than knowing this is how you’re perceived

That they are sharing this with you is a gift

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Keep an open mind

• My raters don’t really know me that well

• My job makes me act this way; I’m really not like this

• Some of my raters have it in for me

• My raters don’t understand the situation I’m in

• I used to be this way, but I’ve since changed

• This must be someone else’s report

• My raters didn’t understand the questions

• I wasn’t like this in my last job

• My raters are just jealous of my success

• I purposely picked people who didn’t like me

Common Rationalizations to Feedback...

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Finally! To Your Report...

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Next Steps

Digest your report and identify your:

• Top Strengths that make up your Leadership Brand• Derailers (if any)

Schedule your Development Plan session with your facilitator

• Where you will create a path of growth with tangible goals