1. Orientation to the 360 Evaluation Process for the Feedback Team

2. 2015 Introduction You have been selected to play a role in providing feedback to a participant in the Leadership Development Intensive Your feedback will provide powerful information in helping this individual in understanding how others perceive his or her knowledge, skills, abilities, and performance

3. 2015 The “What” and “Why” of 360°Feedback What is it? It is an assessment of an individual's performance and development from several points of view: Manager’s viewpoint Direct (and/or indirect) reports’ viewpoints Peers’/colleagues’ viewpoints Customers’ viewpoints Because the feedback is gathered from multiple sources, an individual finds results more compelling than evaluations from just one single source, such as the manager Why is it important? The principle behind 360°feedback is that increased self-knowledge is the basis for development The assessment tool compares the individual’s perception of his/her own strengths and weaknesses with what others think

4. 2015 360 Feedback Process 1 Selected parties rate individuals on competencies critical to their job The individual also rates himself/herself 2 Results are compiled and a report is created 3 The individual will participate in a group feedback session 4 Individuals create a personal development action plan and work with their coach, manager and/or mentor to complete the actions

5. 2015 Why You Were Asked to Be a Rater The individual invited you to provide feedback to them because you are someone: Who has a working relationship long enough with this individual to know how to rate him/her on specific skills and abilities Whose opinion is respected Who’ll give fair and objective ratings and comments Who will provide constructive feedback for personal development efforts The individual wants your perceptions of their strengths and areas for development – and they want your written comments

6. 2015 What Feedback Do You Give? You will provide feedback on leadership competencies and derailers. “Competencies” are knowledge, skills and abilities that enable people to effectively perform in a job. They provide a basis for ongoing performance feedback and development. “Derailers” are those qualities or characteristics that may impede job success.

7. 2015 Will They Know What I (Specifically) Rated or Wrote?  Only the direct manager’s ratings will be “revealed”  All others are averaged among everyone in that category (peer, direct report, etc.)  All comments are anonymous, even the manager’s comments

8. 2015 Providing Valuable Written Comments Your written comments are very important in helping the individual understand why you rated the competency the way that you did:  Individuals frequently remark that the comments are the most valuable part of the experience  Examples of what they do well is as important as what they can improve upon  Providing examples of situations or behaviors that give the individual a clear picture of what they are doing well or not so well will be invaluable to them  If the individual doesn’t know what you mean by a rating, comments can clarify and suggest more effective actions

9. 2015 “You tell me time after time that you are too busy to see me. I conclude that you are shutting me out. How can I have a dialogue with you?” “When you feel strongly about something, your voice is loud and you do not ask for input.” “I know when you interrupt it’s because you have something important to say – but we feel what we are saying is important, too, and would like to finish the point.” “You’re rude…” “You are self-centered…” “Why do you always interrupt…” Providing Valuable Written Comments GoodPoor

10. 2015 Situation (When) Behavior (What you see) Impact (How it affects me) Instead (You should do XYZ) What Makes a Good Comment?

11. 2015 What Are the Most Important Things For You to Do as a Rater? 1. Complete the 360° feedback by the due date 2. Be fair about your ratings 3. Use the full rating scale; don’t limit yourself to one or two ratings 4. Write out specific comments that this individual would benefit from knowing 5. Rate this individual truthfully (your responses are confidential)

12. 2015 Questions If you have any questions or need assistance in completing the 360 feedback, please contact the DecisionWise account representative, Chase Warnick, at cwarnick@decision-wise.com or 1-800-830-8086.