360 Degree Feedback Process Development Planning Session

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

Receiving Feedback 1

Conventional 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) Surprise Anger/Apathy Rationalize Acceptance

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

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

Understanding the Report 2

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 Report Sections

How effective is this person in... Effectiveness Scale Review Not Observed/ Not Applicable N Minimally Effective Moderately Effective Highly Effective

Importance Scale Review How important is this behavior to the success of the person being assessed? Not Observed/ Not Applicable N Minimally Important Moderately Important Highly Important

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

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

Three-Part Comments: Continue, Stop, Start

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

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

Trends 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 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 Protected

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

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?

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

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?

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.?

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

Sample Journal Entry

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

Sharing Your Feedback 4

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) Reviewing Results With Your Supervisor

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 Reviewing Results With Your Raters

Ongoing 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?” ehaviorutcomeonsequencesctions Use the Feedback Model

Coaching Session 5

Coaching 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 Coach Benefits: Sounding board for reactions to feedback Neutral/independent views of feedback Generates ideas for action planning Support for development activities Provides the “game plan” for meeting with your supervisor to review plan

Reviewing Results With Your Coach Session Goals: Discuss and clarify feedback report findings Review comments Review development activities and initiate action plan. Prepare for meetings with supervisor regarding development plan Prepare for sharing feedback with supervisor and staff

Questions, Comments or Concerns? Rick Stamm The TEAM Approach 800/