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360 Feedback Briefing for Subjects
 

360 Feedback Briefing for Subjects

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Presentation used to prepare subjects of a 360 feedback project to review their reports. Based on 20/20Insight software.

Presentation used to prepare subjects of a 360 feedback project to review their reports. Based on 20/20Insight software.

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    360 Feedback Briefing for Subjects 360 Feedback Briefing for Subjects Presentation Transcript

    • WELCOME360 Feedback Session
    • AGENDA
    • AGENDAReceiving Feedback
    • AGENDAReceiving FeedbackFeedback Report
    • AGENDAReceiving FeedbackFeedback ReportSelf-Development Toolkit
    • AGENDAReceiving FeedbackFeedback ReportSelf-Development ToolkitSharing Feedback
    • Developing Competencies Feedback Experimentation UnderstandingAwareness
    • Developing Competencies Feedback Experimentation UnderstandingAwareness
    • Receiving Feedback
    • CONVENTIONAL WISDOM OF FEEDBACKPair up with a person near you.Identify one or two “messages” you rememberfrom your childhood about the wisdom ofproviding candid feedback to others.
    • GUIDELINES FOR RECEIVING FEEDBACK
    • GUIDELINES FOR RECEIVING FEEDBACKFocus on behaviors, do not get trapped by your ownfeelings
    • GUIDELINES FOR RECEIVING FEEDBACKFocus on behaviors, do not get trapped by your ownfeelingsShare your thoughts/feelings with your mentor andothers
    • GUIDELINES FOR RECEIVING FEEDBACKFocus on behaviors, do not get trapped by your ownfeelingsShare your thoughts/feelings with your mentor andothersCompare this feedback with feedback that you havereceived in the past
    • GUIDELINES FOR RECEIVING FEEDBACKFocus on behaviors, do not get trapped by your ownfeelingsShare your thoughts/feelings with your mentor andothersCompare this feedback with feedback that you havereceived in the pastExpress appreciation
    • Four Types of Feedback
    • Four Types of FeedbackKnown Areas of Strength
    • Four Types of FeedbackKnown Areas of StrengthNew Areas of Strength
    • Four Types of Feedback Known AreasKnown Areas for of Strength DevelopmentNew Areas of Strength
    • Four Types of Feedback Known AreasKnown Areas for of Strength DevelopmentNew Areas of New Areas for Strength Development
    • REACTIONS TO FEEDBACK
    • REACTIONS TO FEEDBACKDenial
    • REACTIONS TO FEEDBACKDenial Anger
    • REACTIONS TO FEEDBACKDenial Anger Withdrawal
    • REACTIONS TO FEEDBACKDenial Anger Withdrawal Acceptance
    • REACTIONS TO FEEDBACKDenial Acceptance Anger Withdrawal
    • REACTIONS TO FEEDBACKDenial Anger Withdrawal
    • Report Format
    • REPORT CONTENTS
    • SCALE REVIEW
    • Relationships/Comments
    • Relationships/Comments Notice distribution
    • Relationships/Comments Notice distribution Comments follow
    • ANALYZING 360 FEEDBACK
    • ANALYZING 360 FEEDBACK Read through once quickly to get the “Big Picture” view
    • ANALYZING 360 FEEDBACK Read through once quickly to get the “Big Picture” view Read through a second time and highlight important areas
    • ANALYZING 360 FEEDBACK Read through once quickly to get the “Big Picture” view Read through a second time and highlight important areas Identify links between written comments and numerical data, and contradictions
    • ANALYZING 360 FEEDBACK Read through once quickly to get the “Big Picture” view Read through a second time and highlight important areas Identify links between written comments and numerical data, and contradictions Look for any patterns/trends & DiSC relationships
    • Using the Self-Development Toolkit
    • TEN STRATEGIES & TOOLS Designed to help you: Accept and make use of feedback Create a plan for building on strengths and improving areas of need Make the most of training, get coaching, and put plan into action Ingrain new skills at work Use self-encouragement to stick with your plan
    • Performance Analysishttp://www.2020insight.net/pa
    • PERFORMANCE ANALYSIS
    • AWARENESSYour performance can be affected by yourunderstanding of your behavior-knowing how wellyou are doing. Do you understand: …What’s going on in the workplace? …What’s expected of you? …How others view your work? …The consequences of your actions? …Why you behave the way you do?
    • KEY QUESTIONSCan I do it?Do I have the support I need?Do I want to do it?
    • Competence/AbilityYOUR PERFORMANCE CAN BE AFFECTED BY YOUR “KNOW-HOW” -WHAT YOU CAN DO. DO YOU: ....understand the basic principles ....have the right skills ....use proper procedures ....apply best practices ....have enough experience
    • SUPPORTYour performance can be affected by how well youare supported. Have you been given: …the responsibility to do it? …clear standards, guidelines..procedures? …current information?
    • MOTIVATIONYOUR PERFORMANCE CAN BE AFFECTED BY YOUR DESIRE - WHAT YOUWANT TO DO. DO YOU: ....think the activity is important ....sense the need to do it ....have a positive attitude toward doing it ....feel comfortable and natural doing it ....feel doing it will help you achieve your goals ....believe you’ll be rewarded for doing well
    • SELECTING YOUR GOALSSelect 2-3 priority actionsConsider✴Agreement among perspectives✴Lower scores associated with high importance as a starting point✴Written commentsUse Self-Development Toolkit
    • REVIEWING RESULTS
    • REVIEWING RESULTSDiscuss and clarify feedback report findingsReview commentsReview development activities and initiate action planPrepare development planPrepare for sharing feedback with supervisor and staff
    • Sharing Your Feedback
    • REVIEWING RESULTS WITH YOUR SUPERVISOR Objectives 1. Review plan and seek concurrence 2. Gain commitment for resources 3. Plan for ongoing discussion of progressWhat do you share Development plan - Encouraged Feedback information - Optional
    • REVIEWING RESULTS WITH YOUR RATERS Message to communicate1. Thank your raters2. Seek clarification on feedback3. Seek support and confirmation of action plan4. Enlist them in ongoing feedbackWhat do you share Development plan - Strongly encouraged Feedback information - As comfort level permits
    • QUESTIONS?