360 Feedback

1. 360 Feedback A Tool For Improving Individual And Organizational Effectiveness

2. 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.”

3. Other rater groups Peers Internal Customers “Other” External Customers Peers 360 Degree Feedback Manager Employee Rates Self Direct Reports

4. R E S U L T S Traits Competencies Behaviors Feedback Context Structure of the organization: its mission and work environment 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.

5. 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

6. STRENGTHS Performance Areas To Target for Greater Utilization AREAS FOR IMPROVEMENT Performance Areas To Target for Improvement What Feedback Receivers Learn:

7. The 360 Process Identify feedback criteria Subjects select respondents Orientation for participants Conduct survey via Web Developmental dialogue with Manager and others Download data and create reports Review feedback and meet with coach • Implement Plan • Measure Results • Re-assess

8. What services do we provide? • Administrative support = Traci McDade • Consulting, Coaching, Analysis (One fee) • 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

9. 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

10. 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

11. 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.

12. Orientation for Subjects April 8 Sample Project Timeline Orientation For Raters April 10 Send 360 Assessment To Raters April 13 Nominate Feedback Providers (raters) April 9 Mail DPG and Report to Subject April 22 Follow up Coaching Sessions TBD Assessments Completed By Raters April 21 Development Plan and Discussion with Manager TBD

13. Feedback Survey Software 20/20 Insight Web Response™

14. E-mail with hyperlink (URL) is sent to each respondent

15. At web site, enter user ID and chosen password Web site with customized instructions - user id provided - password chosen by rater

16. Print assessment to review Checklist of Items Select items for comments

17. 2 4 Using the Effectiveness Scale • Assess subjectRate 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 1 3 5 6 Not Observed/ Not Applicable Minimally Effective Moderately Effective Highly Effective

18. 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

19. 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?

20. 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.

21. Based on the feedback report, subjects will be able to . . • 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

22. Please remember... • Providing 360 feedback is important and deserves your time and consideration. • Subjects must have confidence in the data to take responsibility for using it for development planning. Thank you!

23. Contact Information Have a question, comment, or concern? Call Henson Associates Assessment Coordinator – Traci McDade 910-326-1010 traci@hensonassoc.com Facilitator/Coach – Nancy Henson 937-886-0151 nhenson@hensonassoc.com If we are unavailable by phone, please leave a message and a time to return your call.