Transcript CUSTOMER NAME
PROFILOR
®
Kickoff Session Name of Presenter Date © 2014 Korn Ferry. ALL RIGHTS RESERVED.
Agenda
• Korn Ferry your partner for the PROFILOR ® • Definition and Purpose of 360° • Purpose and Benefits of The PROFILOR ® • Steps and Timing of the Process • Facts about PROFILOR Feedback Process • Confidentiality of the Process • The PROFILOR ® Competency Model • Overview of the Feedback Report • Choosing Respondents • Avoiding Typical Rating Errors • Distribution of surveys © Korn Ferry. ALL RIGHTS RESERVED.
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Talent is just the beginning. Let’s put it to work.
Leadership Development “Build the business, build the bench, build the culture, build the future”
Leadership Development
The right leadership development can increase organizational value, build the leadership pipeline, and transform people’s careers.
We help clients develop leaders who can solve today’s business challenges and activate successful strategies for the future .
Differentiators
• A contextualized approach to leadership development that drives strategy execution • Practical, applied, and highly relevant learning that engages the whole person
Services
• Executive to Leader Institute, Chief Executive Institute and Executive Coaching • Intact Team Development, Effectiveness and Coaching • High Potential and Emerging Talent programs • Customized Top 100 programs
Core Products
Korn Ferry Leadership Architect Korn Ferry Assessment of Leadership Potential Learning Agility Architect FYI For Your Improvement 360 Assessment © Korn Ferry. ALL RIGHTS RESERVED.
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Four core pillars of Leadership Development
1 2 3 4 Context is critical.
Make development real and relevant.
Develop the whole person.
Focus on what leaders need to be and do.
Treat leadership development as a journey.
Move beyond transactional development.
Service promotes purpose.
Leadership is not a solo act.
© Korn Ferry. ALL RIGHTS RESERVED.
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Nearly Every Organization Says:
“People are our most important assets ”
What they mean is that…
“Talented People are the Critical Asset ”
What is a 360 review?
Multiple reviewers giving feedback from different perspectives on the same focus person by answering a series of questions about a person’s behavior at work. Boss Peers/ Colleagues Self Direct Reports Others/ Customers • It provides a real picture on demonstrated work related behavior • Having multiple reviewers helps to increase the objectivity of the feedback as it brings together a wider range of views.
• An answer to the questions “How am I doing on things that matter?” with useful information you can use to plan and improve © Korn Ferry. ALL RIGHTS RESERVED.
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360 ° Assumptions
360 ° assumes that … 360 ° does not assumes that …
• • •
Perceptions from co-workers (and not only from the boss) are important.
Behaviors have important consequences on the working environment and thus on results.
Practices and behaviors can change.
• • •
Personality can change Perceptions is the only thing important at work All effective managers look alike
© Korn Ferry. ALL RIGHTS RESERVED.
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Purpose of PROFILOR
®
Identify Group Training Needs Support Current and Future Business Objectives Facilitate Organizational Change Efforts
PROFILOR
Facilitate Individual Development Upgrade the Organization’s Talent Pool Enhance Communication in the Organization © Korn Ferry. ALL RIGHTS RESERVED.
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The Development Pipeline
®
Necessary conditions for real and lasting development © Korn Ferry. ALL RIGHTS RESERVED.
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PROFILOR
®
Steps of the Process (no boss approval) Step 1: Communication/Kickoff Meeting Step 2: Initial Emails go to Participants Step 3: Participant Creates a Respondent List & Invitation E-mails are sent Step 4: surveys are Completed by All Step 5: Data Scored and Feedback Reports Generated Step 6: Feedback Sessions Step 7: Step 8: Development Planning and Ongoing Development Time2Change ® measure
(optional)
© Korn Ferry. ALL RIGHTS RESERVED.
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PROFILOR
®
Steps of the Process (with boss approval) Step 1: Communication/Kickoff Meeting Step 2: Initial Emails go to Participants Step 3: Participant Creates a Respondent List Step 4: Boss Approves the Respondent List Step 5: Emails go to all Respondents Step 6: surveys are Completed by All Step 7: Data Scored and Feedback Reports Generated Step 8: Feedback Sessions Step 9: Development Planning and Ongoing Development Step 10: Time2Change ® measure
(optional)
© Korn Ferry. ALL RIGHTS RESERVED.
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IMPORTANT DATES!
Kick off Session - Today Participants Receive Emails Participants Create Respondent Lists Bosses Approve Respondent Lists Survey Completion Deadline Reports Available Feedback Sessions for Participants Development Planning Sessions Completion of Development Plans Time2Change Process Initiated xx Month Year xx Month Year xx Month Year xx Month Year (if applicable) xx Month Year xx Month Year xx Month Year xx Month Year xx Month Year xx Month Year © Korn Ferry. ALL RIGHTS RESERVED.
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Facts About PROFILOR Feedback
Facts About PROFILOR Feedback
• • • • • • • Its focus is on development.
It acts like a 4-way mirror.
Feedback is anonymous, except from boss.
It measures “perceptions,” but not necessarily “truth.” It is comprehensive and specific.
It provides normative comparisons.
It gives you responsibility for your own development .
© Korn Ferry. ALL RIGHTS RESERVED.
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Confidentiality of the Process
• • • • • • • Online surveys are completed on a secure website Respondents’ names are not associated with the data Respondent feedback is anonymous, except from the boss Boss answers are not anonymous and are identifiable in the report Answers from Other categories (i.e excluding self and bosses) appear as averages in the report (and only if there are at least 2 answers in the category) The Feedback report is for development purposes only The participant owns the report and decides how much to share.
© Korn Ferry. ALL RIGHTS RESERVED.
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The PROFILOR
®
Wheel For Mid-Level Leaders
Sample PROFILOR Model © Korn Ferry. ALL RIGHTS RESERVED.
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The PROFILOR
®
Feedback Report
I. Importance Summary II. Skill Ratings a. Skills Overview b. Perspective Comparisons c. Specific Question Results Composites Highest/Lowest Items
III. Focus for Development © Korn Ferry. ALL RIGHTS RESERVED.
Choosing Respondents
• • • • • • Choose people who will provide you honest, useful feedback.
Choose people you have worked with for at least six months.
Choose people with whom you frequently interact.
Typically only one boss participates, you can select a maximum of 3 Except the boss, choose a minimum of 2 respondents from each perspective group to participate (we recommend 4 or 5 per group).
Contact each of your respondents personally before distributing the surveys. Let them know: • • • • you value their perspective.
their responses will be anonymous.
only you will get a copy of the report. you really do want them to be candid.
© Korn Ferry. ALL RIGHTS RESERVED.
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If You Provide Feedback for Others
• • • • • • Avoid these common errors: Compatibility error Perfectionism error Charisma error Recency error Central Tendency error “One Incident” error © Korn Ferry. ALL RIGHTS RESERVED.
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The PROFILOR
®
Completing your Survey Online
Data Collection: Details of the Online Process
You will receive an email from Korn Ferry PROFILOR ([email protected]) with directions, a unique User ID and Password, and a link to the website. Log on to the website to complete your Respondent List (list the names and email addresses of people you want feedback from).
Complete your own self-survey.
Each of your respondents will receive an email with directions, a unique User ID and Password, and a link to the website.
The software system will automatically send reminders (every 7 calendar days) to those individuals who have not completed the survey © Korn Ferry. ALL RIGHTS RESERVED.
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Email to the Participant
© Korn Ferry. ALL RIGHTS RESERVED.
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Participant Sign In
Participants and Respondents enter the site here .
© Korn Ferry. ALL RIGHTS RESERVED.
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Language Selection
Initial Log-in: Languages available on the project will display Example – Actual data will vary For Multi-Lingual Projects (bypassed for English-only) © Korn Ferry. ALL RIGHTS RESERVED.
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Create Respondent List
© Korn Ferry. ALL RIGHTS RESERVED.
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Creating the Respondent list
© Korn Ferry. ALL RIGHTS RESERVED.
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Search for a Respondent before adding
Results will appear automatically. Example shows adding a „Boss“ respondent.
1. Enter the name of the person you wish to add.
4. Once you are finished click here.
3. If your boss is not in the list, then select „Create new respondent as Boss“.
2. Any hits in the search results will appear here as you type text in the fields. If the person you wish to add appears, click on “Add as a Boss“.
© Korn Ferry. ALL RIGHTS RESERVED.
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Data Privacy Consent form
Part 1 © Korn Ferry. ALL RIGHTS RESERVED.
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Data Privacy Consent form
Part 2 – granting consent © Korn Ferry. ALL RIGHTS RESERVED.
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Participant Main Menu
Own Survey and overview of others to complete © Korn Ferry. ALL RIGHTS RESERVED.
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Behavior Ratings
Examples on different devices Screenview on laptop Screenview on tablet Screenview on smartphone © Korn Ferry. ALL RIGHTS RESERVED.
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Behavior Rating
Example on where to change the language of the PROFILOR © Korn Ferry. ALL RIGHTS RESERVED.
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Importance Ratings
Completed by the Participant and the Boss only Example – actual data will vary © Korn Ferry. ALL RIGHTS RESERVED.
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Importance Ratings Distribution
Example – actual data will vary The system will warn the Participant and Boss if they have not entered the correct importance distribution. Click OK to continue with selected distribution; click Cancel to make changes.
© Korn Ferry. ALL RIGHTS RESERVED.
Demographic/Research Questions (for Norms)
© Korn Ferry. ALL RIGHTS RESERVED.
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Submit Survey
The survey is submitted for processing.
© Korn Ferry. ALL RIGHTS RESERVED.
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Confirmation
Participants and Respondents receive a confirmation message that the data has been received.
© Korn Ferry. ALL RIGHTS RESERVED.
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Check Status of Response Rate
© Korn Ferry. ALL RIGHTS RESERVED.
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Report Language
The last language in which a Participant has accessed the system will be the language used for the feedback report, unless changed by an administrator.
© Korn Ferry. ALL RIGHTS RESERVED.
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For Respondents Only
E-mail to the Respondent
The e-mail contains instructions, the website address, and login information (user ID and password).
© Korn Ferry. ALL RIGHTS RESERVED.
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Open Ended Comments
These questions are presented only to Respondents.
© Korn Ferry. ALL RIGHTS RESERVED.
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Respondents have the option to decline a survey
Apart from the Participant (Self) and his or her Boss Decline undecline © Korn Ferry. ALL RIGHTS RESERVED.
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Any questions?
© Korn Ferry. ALL RIGHTS RESERVED.
© Korn Ferry. ALL RIGHTS RESERVED.
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