Transcript No Slide Title

360 Feedback
A Tool For Improving
Individual And Organizational
Effectiveness
Gallup Survey
Results
“The top 25% of profitable companies in the US recognize
feedback as being critical to the management/leadership role.
Feedback, used effectively, has a big influence on [employee]
retention, profitability, and customer satisfaction.”
360 Degree
Feedback
Manager
Other rater groups
Peers
Internal Customers
Employee
“Other”
Rates Self
External Customers
Context
Structure of the organization:
its mission and work environment
Traits
Behaviors
Competencies
Feedback
R
E
S
U
L
T
S
Situation
Readiness, ability , and willingness to perform,
including pressures and goals and expectations
Results are outcomes of behaviors. Because of feedback, results can be improved.
What Are The Benefits for the
Organization?
 Sends a positive message to associates:
“We are investing in your professional development.”
 Reinforces the desired corporate culture
 Supports employee involvement by asking for
feedback on leadership behavior
 Sets the stage for more open communication with
manager and direct reports
 Helps produce desired change and individual
performance improvement
What Feedback Receivers Learn:
STRENGTHS
Performance Areas To Target
for Greater Utilization
AREAS FOR
IMPROVEMENT
Performance Areas To Target
for Improvement
The 360 Process
Identify feedback
criteria
Download data
and create
reports
Subjects select
respondents
Review
feedback and
meet with
coach
Orientation for
participants
Developmental
dialogue with
Manager and others
Conduct survey
via Web
•Implement Plan
•Measure Results
•Re-assess
What services do we provide?
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Administrative support = Traci McDade
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Consulting, Coaching, Analysis (One fee)
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Create a customized 360, based on your input, values, and
competencies
Orient the organization, subjects, and raters to the 360
process (webinar)
3-4 hour coaching sessions with each subject to analyze
feedback for development
Development Planning Guide included
What Do We Measure?
Observable skills and behaviors based
on competencies identified for
the individual and organization
Focusing on Customer Needs
Organizational Skills
Job Knowledge and Competence
Managing Performance
Leadership
Adapting to Change
Communicating With Others
Conflict Management
Work Behaviors
Organizational Skills
How Do We Protect Confidentiality?
Outside consulting firm for administration and
processing – Henson Associates, Dayton OH
Combine ratings with others in each rater group;
the rater’s name does not appear in the
assessment results
Provide web access and password protection
Ask raters to use discretion so they don’t share
their ratings and comments with others
Share a summary report with your manager
How do we manage the process
remotely?
• Prepare a roster of subjects and raters with email
addresses and phone numbers
• Conduct orientation for participants online
• Send assessment hyperlink to each rater via email.
(Rater clicks on hyperlink to access web-based
assessment.)
• Henson Associates retrieves data from server.
• Reports are printed and distributed to feedback
receivers prior to feedback and coaching sessions.
Sample Project Timeline
Orientation
for
Subjects
Nominate
Feedback
Providers
(raters)
April 8
April 9
Assessments
Completed
By Raters
April 21
Mail
DPG and
Report
to Subject
April 22
Orientation
For
Raters
Send 360
Assessment
To Raters
April 10
April 13
Follow up
Coaching
Sessions
Development
Plan and
Discussion
with
Manager
TBD
TBD
Feedback Survey Software
20/20 Insight Web Response™
E-mail with hyperlink (URL) is
sent to each respondent
Web site with customized
instructions
- user id provided
- password chosen by rater
At web site, enter
user ID and chosen
password
Checklist of Items
Print
assessment
to review
Select items for comments
Using the Effectiveness Scale
Assess subject
Rate on effectiveness (1-6 scale)
Do not rate an item if you have not observed this
behavior or skill so you don’t skew the results.
Use the following scoring to reflect your observations:
N
Not Observed/
Not Applicable
1
2
Minimally
Effective
3
4
Moderately
Effective
5
6
Highly
Effective
Provide comments
when appropriate
Provide comments for about 50% of items
Do not type “No Comment” – leave blank as it wastes paper when
printing report
Summary Questions
 What are one or two practices that make
this person effective in his or her role at
(Your organization)?
 Describe any changes you believe are
important for this person to work more
effectively with you.
 Are there any other comments that
would be helpful?
Technical Support
• Choose raters wisely to get a variety of
feedback, and ask for permission from the rater.
• Questions and concerns to Henson Associates
will be responded to within 24 hours by phone or
email.
• Reminders and/or a phone call will be sent to
raters 2-3 days before due date.
• Our goal is 100% participation of all raters.
Based on the feedback report,
subjects will be able to . .
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Identify development priorities and strengths
Ask for additional verbal feedback if needed
Analyze strengths and weaknesses to improve
performance
Take action to create and implement a targeted
development plan (1 -3 specific actions) that can
be completed in 60-90 days
Review progress against plan in 3-6 months
Please remember...

Providing 360 feedback is important
and deserves your time and
consideration.
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Subjects must have confidence in
the data to take responsibility for
using it for development planning.
Thank you!
Contact Information
Have a question, comment, or concern?
Call Henson Associates
Assessment Coordinator – Traci McDade
910-326-1010
[email protected]
Facilitator/Coach – Nancy Henson
937-886-0151
[email protected]
If we are unavailable by phone, please leave a message
and a time to return your call.