Momentor How-To-Guide

1. MomentorHow-To-Guide Maximizing the benefits of using Momentor

3. Log in… You will receive a link via email inviting you to begin your development journey, using Momentor..

4. Creating your first goal

5. Creating a goal Choose a suggested goal related to the particular category you have selected. Or alternatively if you prefer, you can click here to set your own personalised goals

6. Finalizing the goal

7. Setting a timeline

8. Momentor will remind you.. Momentor sends out a reminder email every week asking you about your progress and reminding you of your goals. You can find all your trackable activity in your development feed.

9. Momentor Features and the 70/20/10 RuleLombardo & Eichinger (1996) Action Items and Practice Plans Goal Mentors Competency Based Resource Library

10. Invite goal mentors

11. Adding Action Items Action items are tasks or things that you can easily identify as either completed or incomplete. Add your own or select from our recommended action items from our resource library. Once you have added actions, click the ‘Back to goal details’ button The next step is to click on ‘Teach me about practice plans’.

12. Practice Plans Practice Plans have two parts. Momentorprompts you to share your practice plans with your goal mentor.. The second part is what you commit to do more, less or differently when you experience the trigger The first is the situation, or the trigger, where you'd like to behave differently

13. Practice Plans

14. Summary Page

15. Momentor Reminds You about your Practice Plans Momentor sends out a specific reminder to prompt participants to put their practice plans into action

16. Evaluate – Feedback on your Development Progress

17. Momentor will remind you.. Momentor sends out a specific reminder to prompt participants to initiate goal feedback after deliberate practice to measure goal success and progress

18. Evaluate Verify the goal you have been working on Then invite raters to provide feedback on your progress– this can be for example, from your peers, your goal mentors, your line manager etc. You can also customise your invitation text..

19. What your feedback nominees will receive

20. Remember… Momentor Goal Evaluation: • Is NOT a reassessment of your initial 360 feedback assessment • Provides you with robust, tangible data to support your effective development and behavior change • Will provide you with a real sense of personal achievement and motivation when you see the results of your efforts being recognised.

21. How will you know you’ve improved

22. Using the Resource LibraryParticular resources will be suggested in line with the goals you have created, however, you can click on the Resource Library Tab at anytime to explore the entire library • You can access a wide selection of… • Articles • Audio • Books • On-the-job activities • Video • Websites/ blogs • Workshops/ Seminars Your resource library will be based on, and linked to, your specific competency model

23. Content is maintained and updated weekly by a dedicated team of HR and OD Momentor professionals

24. Settings in Momentor

25. Reporting..

26. ROI evaluated at the behaviorallevel across all participants at the end of a program • (% improving) and by a single question in the Coaching Process Evaluation • Tangible individual and group metrics about actual behaviorchange • Insight into continuous individual development activity • Peace of mind – employees receive 12 months of targeted support to help them achieve their behavioral change goals • Measurement of continuous improvement across individuals, groups and the whole organization What’s in it for the organisation? • Ability to upload company specific resources to the Momentor resource library • An enhancement in staff motivation following successful goal feedback A “Recommended” tab in the resource library - lists only the "top" recommended resources in line with specific goals • Advanced reporting which is easy to access and interpret within the Momentor platform • Sustained learning and improvement long after a development intervention

27. Behavioral Engineering Theories Behind Momentor

28. Selected References • Mashihi, S. & Nowack, K. (2013). Clueless: Coaching People Who Just Don’t Get It (2nd edition). Envisia Learning, Santa Monica, CA. • Nowack, K. (2013). Manager View/360. In Leslie, J. (Ed.). Feedback to managers: A review and comparison of sixteen multi-rater feedback instruments (4rd edition). Center for Creative Leadership, Greensboro, NC. • Nowack, K. & Mashihi, S. (2012). Evidence Based Answers to Ten Questions about Leveraging 360-Degree Feedback. Consulting Psychology Journal: Practice and Research, 64, 157–182 • Nowack, K. (2009). Leveraging Multirater Feedback to Facilitate Successful Behavioral Change. Consulting Psychology Journal: Practice and Research, 61, 280-297 • Nowack, K. (2006). Emotional Intelligence: Leaders Make a Difference. HR Trends, 17, 40-42 • Nowack, K. (1999). 360-Degree feedback. In DG Langdon, KS Whiteside, & MM McKenna (Eds.), Intervention: 50 Performance Technology Tools, San Francisco, Jossey-Bass, Inc., pp.34-46. • Nowack, K., Hartley, G, & Bradley, W. (1999). Evaluating results of your 360-degree feedback intervention. Training and Development, 53, 48-53. • Wimer & Nowack (1998). 13 Common mistakes in implementing multi-rater systems. Training and Development, 52, 69-79. • Nowack, K. & Wimer, S. (1997). Coaching for human performance. Training and Development, 51, 28-32. • Nowack, K. (1997). Congruence between self and other ratings and assessment center performance. Journal of Social Behavior & Personality, 12, 145-166 • Nowack, K. (1994). The secrets of succession. Training & Development, 48, 49-54 • Nowack, K. (1993). 360-degree feedback: The whole story. Training & Development, 47, 69-72 • Nowack, K. (1992). Self-assessment and rater-assessment as a dimension of management development. Human Resources Development Quarterly, 3, 141-155.