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Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
Custom 360 Assessment
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Custom 360 Assessment

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Transcript

  • 1. Perception’s 360°
    A Tool For Improving
    Individual And Organizational
    Effectiveness
  • 2. Who Uses Perception’s 360°?
    Ceridian Partners
    United Technologies
    Levi Strauss
    The Gap
    St. Paul Insurance
    U.S. Postal Service
    Unilever
    Gift of Life
    Rohm and Haas
    F. A. A.
    La Cabana Resorts
    Universities-Colleges:
    Minnesota
    Wisconsin
    Indiana
    Pace
    St. Thomas
    Babson
    Ashridge (UK)
  • 3. Overview
    360 Feedback Assessment Surveys or Multi-Rater Surveys refer to…
    • Surveys that are completed by one’s boss, staff, team members,co-workers or customers.
    • 4. Feedback comes from multiple sources.
    • 5. Not a self assessment only process
    • 6. Surveys that provide feedback that indicate how effectively the person is performing specific job-related skills and practices.
  • Value of 360’s
    Help individuals improve their performance.
    Help organizations align the day to day performance of their people with strategic goals.
    As individuals become effective, so does the organization.
    Feedback from 360 surveys can be the single most effective catalyst to individual growth and development when used properly.
  • 7. 360° Applications
    Self Development
    Leadership Development
    Performance Appraisal/Management
    Coaching and Counseling
    Career Development
    Team Building
    Succession Planning
    Sales Development
  • 8. 360°: Practical Benefits
    Catalyst for Change
    Personal
    Professional
    Consequences of behavior, actions
    Identify barriers to career development
    Increase Influence with Others
    Identify strengths to build upon
    Identify areas for development
    Work more effectively with others
    Continuous improvement
    Personal
    Professional
  • 9. 360° Process
    Establish scope, purpose and goals of 360°
    Administer the 360° surveys
    Deliver feedback
    Develop action plan
    Implement action plan & training
    Conduct Post training
  • 10. Use Our Surveys
    Over 100 ready to use 360° feedback surveys
    Create custom 360° surveys
    Non 360° surveys
    Create unlimited surveys in any language
  • 11. Reporting Options
    Choose from more than 20 reporting formats
    One page summaries
    Multi-page detailed item analysis reports
    • Sample of types of reports-
    • 12. Overall Results
    • 13. Analysis by behavior
    • 14. Strengths by Raters
    • 15. Competency Summary
    • 16. Analysis by Importance Rating
    • 17. Needs by Rater Group
  • DUAL SCALE SURVEY
    • “GAP ANALYSIS” Survey
    • 18. Uses two scales (or questions) to gather data about the person’s current practices (how often am I doing this now) and the expectations or needs of others (how often should I be doing this now).
    • 19. Effectiveness is determined by comparing the Current Practices against the Expectations or Needs of others the person works with.
  • COMPETITOR’S DUAL SCALE
    Usually compares one rating group to another rating group.
    Example: Peers vs. Direct Reports
  • 20. ADVANTAGES OF GAP ANALYSIS OR DUAL SCALE
    The feedback results focus the rater’s real and immediate needs.
    The message “your people want more (or less) of a practice” is easier for a person to understand, accept and to respond.
  • 21. BENEFIT OF A Perceptions “GAP” ANALYSIS 360 FEEDBACK REPORT
    Shows what the “Majority” wants:
    Displays a frequency distribution of the responses. This will allow the people to “See inside the averages” and determine how the majority of people evaluate a specific practice.
  • 22. QUALITIES OF A Perception’s 360° FEEDBACK REPORT
    Focuses on Behaviors--feedback is provided for each behavior on the survey--not just the Skill Areas.
    Example: Skill Area
    Example: Behaviors
    LISTENING
    “Allow people to finish what they have to say.”
    “Display a genuine interest as you speak.”
  • 23. FIVE SUGGESTIONS FOR USING 360’S
    Keep the survey focused on the key interpersonal behaviors or skills.
    Use a practical assessment method that people will accept- not a method people will challenge.
    Provide a clear and complete feedback report.
    Plan the proper time to help interpret their feedback results.
    Get the learner’s immediate manager involved as a “coach.”
  • 24. FACILTATING 360° SURVEY RESULTS
    A trained facilitator should work with people to help them accept and understand their feedback.
    To do this effectively in a group setting with 5-25 people plan for 1 1/2 to 2 hours.
    Feedback is most effective when the “Guide To Understanding Your Feedback” is used.
  • 25. Perceptions 360°’sDeliver Results

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