Perceptions360 Presentation2009 New

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Perceptions360 Presentation2009 New

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

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