1. © 2015 Deloitte Belgium1 Enhancing the management culture at DG EAC Implementation of a 360° feedback exercise

2. Introduction Our approach Planning Zoom on some critical aspects Content

3. Introduction: goals of the 360° evaluation © 2015 Deloitte Belgium3 Driven by the newly appointed Director-General, DG EAC Directors agreed on the launch of a project to improve the management culture of DG EAC as part of the Human Resource strategy. The overall goal is to strengthen the management capacity at DG EAC, and to foster a feedback culture. Improved management performance will see managers sit down and dialogue with their team members, along with shifting their mind-set and tasks. The success of any such programme will require capturing DG EAC concrete expectations of a feedback culture, along with the support and engagement of staff at all levels, which will lead to appropriate communication efforts. The next pages provide the approach proposed by Deloitte for the implementation of a 360° Feedback exercise for 7 Senior Managers and 21 Middle Managers complemented by follow-up coaching, with a view to ensure the 360° results are acted upon both at individual and collective level and bring about the change DG EAC is looking for. We promote a co-creation approach with DG EAC in designing the 360° questionnaire, and more widely during the project, to guarantee integrated efforts and avoid overlaps with other internal projects. Improve management culture Capturing EAC expectations 360° feedback Co-Creation approach

4. Introduction 4© 2015 Deloitte Belgium “The 360° feedback exercise aims at diagnosing the AS-IS management culture of the organisation, and will further help to monitor progress over the next years. The 360° instrument will help to engage managers in the transformational effort of becoming a feedback culture, by providing each individual with a clear view on how they come across within the organisation, and of the developmental effort that is expected from them. The ensuing coaching and (optional) master classes will provide managers with concrete tools, and ensure that managerial development does not remain ‘wishful thinking’ but that change is actually implemented”.

5. Introduction: a tested methodology within the Commission © 2015 Deloitte Belgium5 Involve entire organisation: Managers Peers Subordinates R1 team Support a performance culture through feedback Provide in-depth data (qualitative and quantitative) Generate commitment to development Increase job satisfaction 360° feedback questionnaire and individual 360° views 360° feedback sessions with all managers (group report) Preparation of coaching (sessions with R1 and Directors) Coaching ACTIVITIES PERFORMED FULL ENGAGEMENT OF THE ORGANISATION ADDED VALUE

6. Our approach: methodology & deliverables 6DG EAC 360° feedback exercise & targeted coaching Objectives An approach in 3 phases The 360° feedback exercise aims at diagnosing the AS-IS management culture of the organisation, and will further help to monitor progress over the next years. The 360° instrument, will help to engage managers in the transformational effort of becoming a feedback culture, by providing each individual with a clear view on how they come across within the organisation, and of the developmental effort that is expected from them. The ensuing coaching and (optional) master classes will provide managers with concrete tools, and ensure that managerial development does not remain ‘wishing thinking’ but that change is actually implemented. Key Deliverables  Info sessions and communications  Translate future culture into 360° competency questionnaire (knowledge, skills, attitudes)  Individual 360° reports for competency development  Group trends reports on behaviour, attitude, perception, …  Targeted coaching and dialogue building (individual debrief, individual and team dialogue sessions, PDP, optional master classes) 360° questionnaires & reports Personal development plan Coaching sessions (optional) Master Classes Initial info sessions Kick off and design workshops Build 360° questionnaires Test and finalise 360° questionnaires Prepare communications Run communications campaign Run full 360° exercise Individual and Group reports Feedback session 2 sessions to start dialogue with immediate manager & direct reports Personal Development plan (optional) Master Classes Design and Develop Deliver Building a Feedback Culture

7. Planning 7© 2015 Deloitte Belgium

8. Zoom on some critical aspects Questionnaire: principles of validity 8© 2015 Deloitte Belgium  Creates a climate in which people want to perform to the best of their abilities.  Makes each manager and their team feel that their work is important.  Ensures equal and fair treatment and opportunity for all.  Delegates routines as well as important tasks, decisions and responsibilities to team members.  Takes a strategic perspective to identify the future staffing and other resources needs of the Directorate and the DG.  Identifies and fosters talents for future management positions.  Defines success in terms of team work and team spirit.  Builds the management team using the best talents available inside and outside the Directorate.  Holds management team responsible to assemble and develop talented staff and teams.  Leads team meetings in a participative way, providing opportunities for all to input ideas. FOCUSING ON INDIVIDUALS TEAM BUILDING Evidence-based behaviour questions No loaded/leading questions Not built in assumptions

9. Zoom on some critical aspects Report 9© 2015 Deloitte Belgium

10. Zoom on some critical aspects 10© 2015 Deloitte Belgium GUARANTEES Developmental Confidentiality Anonymity FOLLOW-UP L&D A tailored approach for follow- up Dialogue sessions supported by the coach (optional) Master classes based on group report analysis FEEDBACK SESSION 2 hours individual session Provided by a professional executive coach Exploratory session - qualitative encounter From information to insight DIALOGUE SESSIONS (and preparation) The right decision to involve the senior management and team Discovering techniques on how to: establish trust right from the start, turn any negative feedback into a positive action, use motivational techniques, etc. Find adequate answers to most situations - What if : the person doesn’t want to disclose the information in the report, the person shows distrust, the person is in denial about the content, etc.

11. Zoom on some critical aspects Personal Development plan 11© 2015 Deloitte Belgium 30 minutes preparation High-impact approach Behavioral focus Valuing accountability, discipline and relentless solution-focus. 1:30 session Coaches + R1

12. Questions? / Discussions? 12

13. 13© 2015 Deloitte Belgium