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Feedback - Vital for Self Development

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Presents the Ricardo Semler, or Semco, way of supervisor evaluation process as he describes in his book Maverick. Uses my actual results and shows the lessons I learnt from using the process

Presents the Ricardo Semler, or Semco, way of supervisor evaluation process as he describes in his book Maverick. Uses my actual results and shows the lessons I learnt from using the process

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  • 1. FEEDBACK – VITAL FOR SELF DEVELOPMENT By Jeremiah Josey www.linkedin.com/in/jeremiahjosey Member of Mensa International www.mensa.org
  • 2. FEEDBACK – VITAL FOR SELF DEVELOPMENT
    • Receiving feedback from Staff and Peers is vital to highlight traits you are unconscious of – both positive and negative
    • Aids in Self Improvement
    • Aids in Self Enlightenment
    • Aids in Self Satisfaction
    • More useful than employers’ feedback
  • 3. FEEDBACK – VITAL FOR SELF DEVELOPMENT
    • Best model I have found comes from Ricardo Semler, CEO of Semco, Brazilian billion dollar company
    • Semco has developed what can be called a “democratic” work place: employees determine their own work hours, their own productivity targets, their own work environments
    • Most employee levels even determine their own pay scales
    • The most successful example of the “modern” workplace in the world. Most - if not all - of the thousands of companies that have visited Semco, to learn the “secret” have not implemented the system, or have failed trying
    • Two books by Ricardo document the processes:
      • Maverick
      • Seven Day Weekend
  • 4. FEEDBACK – VITAL FOR SELF DEVELOPMENT
    • This Feedback process is taken from the Semco model
    • Simple survey – 36 multiple choice questions with 1 free form question
    • Best to be completed anonymously by your staff to ensure you get a true answer
    • Feedback from my own surveys (8 months apart from 20+ people) follow
    • Survey Questions at the end
  • 5. FEEDBACK – VITAL FOR SELF DEVELOPMENT
    • Lessons I have Learnt from my own Feedback Surveys:
    • 1. Acknowledge criticism from others and demonstrate that I have taken action on their criticism
    • 2. I need to be more humble
    • 3. Drop the “I am dumb, you tell me” approach. It doesn't empower people. Demonstrate my profound knowledge and use that to empower the individual - that I can teach them, improving their own knowledge and it shows I can help them if required
    • 4. Put a little bit more preparation into meetings to demonstrate better use of my time
    • 5. Provide more training for my team
    • 6. Make a point of accepting different opinions and letting them run
  • 6. FEEDBACK – VITAL FOR SELF DEVELOPMENT
    • Very useful for identifying one’s strengths and feeling good about one’s self!
    • Feedback on surveys on me:
    • The very best quality of the subject is he is friendly and motivates his team towards a goal of performance
    • Jeremiah is a well motivated & respected gentleman. He is trustworthy & respects the company policies
    • He is very smart and works extremely well with a team
    • Pleased to see the subject is concerned about his personal development and has taken this initiative
    • He is a good leader
    • The subject is very good team leader, leads the team in a efficient way
    • Smart and change oriented, confident understanding and finds a way how to bring productive results
    • Good Manager
    • The Subject is always willing to help & explain new/unknown procedures/process
    • He is a yallower and a leader, a true asset to the Company [JJ: I don’t know what a yallower is – I assume it’s good!]
    • Mr. Jeremiah is a good person to work with and for
    • Had very limited time working with the subject but my impression is positive
    • Good and very co-operative
    • I think the subject is good enough to meet the requirement related to the Project, personally he is a very good man
    • Subject is a very good person as human being, understands system well, jovial, social. Has a professional approach towards work
    • A capable and forward thinking subject
    • Excellent leader, worker, person
    • Jeremiah Josey is a really wonderful person to work with who promotes good conversation and communication
    • He is young, talented and sharp in reading and reviewing materials
  • 7. FEEDBACK – VITAL FOR SELF DEVELOPMENT
    • Results of My Feedback Survey
    • 1. When an Employee makes a small mistake, the subject is:
    • c) Realizes the mistake and discusses it in a constructive manner
    • 2. The subject reacts to criticism:
    • c) Reasonably well
    • 3. The subject is:
    • d) Constantly relaxed
    • 4. The subject is:
    • d) Secure
    • 5. As far as professional and personal relationships are concerned the subject is:
    • d) Capable of separating them
    • 6. When the subject’s department achieves a high level of productivity, he or she usually:
    • c) Gives credit to the team as a whole
    • 7. The subject is seen as:
    • d) Always fair
    • 8. The subject conveys to his/her team feelings of:
    • c) Security and tranquillity
    • 9. The subject transmits to his/her team a sense of:
    • d) Friendliness and concern with others’ problems
    • 10. When dealing with people in inferior positions (custodians, messengers,
    • drivers, etc.) the subject usually:
    • d) Respects them
    • 11. The subject treats his/her subordinates:
    • c) Treats both the same
  • 8. FEEDBACK – VITAL FOR SELF DEVELOPMENT
    • Results of My Feedback Survey
    • 12. The subject:
    • c) Rarely makes a point of being the boss
    • 13. The subject is:
    • d) A strong leader, and able to motivate his/her team
    • 14. When his/her team has a specific goal, the subject:
    • c) Participate in the effort when necessary to meet the goal
    • 15. The subject:
    • d) Is respected by his/her team
    • 16. The subject:
    • c) Isn’t biased and gives equal opportunity to everyone
    • 17. The subject:
    • c) Isn’t biased and gives equal opportunity to everyone
    • 18. When promotions and prizes are concerned, the subject:
    • c) Almost always is just and impartial
    • 19. During a crisis, the subject:
    • c) Helps the group stick together
    • 20. Which is more important to the subject:
    • c) Either speed or perfection, depending on the situation
    • 21. The subject is:
    • c) Adequately involved in all situations
    • 22. The subject knowledge of his/her area is:
    • b) Sufficient
    • 23. If the subject were to replace you temporarily, his/her performance would be:
    • c) Good
  • 9. FEEDBACK – VITAL FOR SELF DEVELOPMENT
    • Results of My Feedback Survey
    • 24. In Choosing the urgent and the important, the subject:
    • c) Distinguishes well between the two
    • 25. The subject:
    • c) Gives more time to important matters
    • 26. The subject is:
    • c) Is adequately creative and change-oriented
    • 27. As far as creating an environment where people feel free to be creative or suggest changes, the subject:
    • c) Promotes creative or innovative ideas
    • 28. As far as the team is concerned, the subject:
    • c) Usually chooses the right people
    • 29. The people who work around the subject:
    • c) Usually feel motivated to work
    • 30. The subject use of financial resources given to him/her is:
    • c) Good
    • 31. The subject’s use of his/her own time is:
    • c) Good
    • 32. The value the subject gives to training and related matters is:
    • b) Sufficient
    • 33. The subject performs tasks:
    • c) Almost always well
    • 34. Regarding opinions that differ from his/her, the subject:
    • c) Sometimes accept them
    • 35. People find the subject:
    • c) Very trustworthy
    • 36. The subject represents the Company:
    • c) Well, leading people to trust it
  • 10. FEEDBACK – VITAL FOR SELF DEVELOPMENT
    • SUPERVISOR EVALUATION
    • (Anonymous ticks are best) Date:
    • 1. When an Employee makes a small mistake, the subject is:
    • a. Irritated and unwilling to discuss the mistake
    • b. Irritated but willing to discuss it
    • c. Realizes the mistake and discusses it in a constructive manner
    • d. Ignores the mistake and only pays attention to more important matters
    • 2. The subject reacts to criticism:
    • a) Poorly, ignoring it
    • b) Poorly, rejecting it
    • c) Reasonably well
    • d) Well, accepting it
    • 3. The subject is:
    • a) Constantly tense
    • b) Usually tense, but relaxed on occasion
    • c) Usually relaxed but tensed on occasion
    • d) Constantly relaxed
    • 4. The subject is:
    • a) Insecure
    • b) More often insecure than secure
    • c) More often secure than insecure
    • d) Secure
    • 5. As far as professional and personal relationships are concerned the subject is:
    • a) Incapable of separating item
    • b) Frequently incapable of separating them
    • c) Usually capable of separating them
    • d) Capable of separating them
    • 6. When the subject’s department achieves a high level of productivity, he or she usually:
    • a) Takes credit for others’ success
    • b) Gives credit to those who did the work
    • c) Gives credit to the team as a whole
  • 11. FEEDBACK – VITAL FOR SELF DEVELOPMENT
    • SUPERVISOR EVALUATION
    • (Anonymous ticks are best) Date:
    • 7. The subject is seen as:
    • a) Always unfair
    • b) More often unfair than fair
    • c) More often fair than unfair
    • d) Always fair
    • 8. The subject conveys to his/her team feelings of:
    • a) Fear and insecurity
    • b) Indifference
    • c) Security and tranquillity
    • 9. The subject transmits to his/her team a sense of:
    • a) Coldness and unwillingness to talk
    • b) Distance, but willingness to talk
    • c) Friendliness, but indifference to others’ problems
    • d) Friendliness and concern with others’ problems
    • 10. When dealing with people in inferior positions (custodians, messengers,
    • drivers, etc.) the subject usually:
    • a) Has an attitude of superiority
    • b) Ignores them
    • c) Treats them politely, but with an air of superiority
    • d) Respects them
    • 11. The subject treats his/her subordinates:
    • a) Much worse than he/she treats superiors
    • b) A little worse than he/she treats superiors
    • c) Treats both the same
    • 12. The subject:
    • a) Constantly reminds everyone he/she is the boss
    • b) Occasionally reminds everyone he/she is the boss
    • c) Rarely makes a point of being the boss
  • 12. FEEDBACK – VITAL FOR SELF DEVELOPMENT
    • SUPERVISOR EVALUATION
    • (Anonymous ticks are best) Date:
    • 13. The subject is:
    • a) A weak leader, unable to motivate his/her team
    • b) A weak leader, but able to motivate his/her team
    • c) A strong leader, but unable to motivate his/her team
    • d) A strong leader, and able to motivate his/her team
    • 14. When his/her team has a specific goal, the subject:
    • a) Demands results, but doesn’t participate in the effort to achieve them
    • b) Demands results, and participates superficially
    • c) Participate in the effort when necessary to meet the goal
    • 15. The subject:
    • a) Is openly held in disrespect by his/her team
    • b) Is held in disrespect by his/her team, but not publicly
    • c) Generates neither respect nor disrespect
    • d) Is respected by his/her team
    • 16. The subject:
    • a) Gives obvious preferential treatment to some people because of their colour, religion or origin
    • b) Denies being biased, but doesn’t give equal opportunity to everyone
    • c) Isn’t biased and gives equal opportunity to everyone
    • 17. The subject:
    • a) Gives obvious preference to people of a certain gender
    • b) Denies being biased, but doesn’t give equal opportunity to everyone
    • c) Isn’t biased and gives equal opportunity to everyone
    • 18. When promotions and prizes are concerned, the subject:
    • a) Gives them to those he or she like
    • b) Sometimes gives them to those who deserve them and sometimes gives them to “followers”
    • c) Almost always is just and impartial
    • 19. During a crisis, the subject:
    • a) Disrupts the group’s unity
    • b) Doesn’t affect the group’s unity
    • c) Helps the group stick together
  • 13. FEEDBACK – VITAL FOR SELF DEVELOPMENT
    • SUPERVISOR EVALUATION
    • (Anonymous ticks are best) Date:
    • 20. Which is more important to the subject:
    • a) Work to be performed perfectly
    • b) Work to be performed quickly
    • c) Either speed or perfection, depending on the situation
    • 21. The subject is:
    • a) Excessively involved in all situations
    • b) Not involved enough in all situations
    • c) Adequately involved in all situations
    • 22. The subject knowledge of his/her area is:
    • a) Insufficient
    • b) Sufficient
    • c) Profound
    • 23. If the subject were to replace you temporarily, his/her performance would be:
    • a) Unsatisfactory
    • b) Regular
    • c) Good
    • d) Better than yours
    • 24. In Choosing the urgent and the important, the subject:
    • a) Doesn’t know the difference between them
    • b) Usually tends toward the urgent
    • c) Distinguishes well between the two
    • 25. The subject:
    • a) Wastes too much time on urgent problems
    • b) Gives equal time to urgent and important matters
    • c) Gives more time to important matters
    • 26. The subject is:
    • a) Not very creative and resists new ideas
    • b) Too creative and change-oriented, disturbing the atmosphere
    • c) Is adequately creative and change-oriented
  • 14. FEEDBACK – VITAL FOR SELF DEVELOPMENT
    • SUPERVISOR EVALUATION
    • (Anonymous ticks are best) Date:
    • 27. As far as creating an environment where people feel free to be creative or suggest changes, the subject:
    • a) Blocks innovative and creative ideas
    • b) Doesn’t block them, but also doesn’t encourage them
    • c) Promotes creative or innovative ideas
    • 28. As far as the team is concerned, the subject:
    • a) Usually chooses the wrong people
    • b) Sometimes chooses well and sometimes chooses poorly
    • c) Usually chooses the right people
    • 29. The people who work aound the subject:
    • a) Rarely feel motivates to work
    • b) Sometimes feel motivated to work
    • c) Usually feel motivated to work
    • 30. The subject use of financial resources given to him/her is:
    • a) Poor
    • b) Average
    • c) Good
    • d) Excellent
    • 31. The subject’s use of his/her own time is:
    • a) Bad
    • b) Average
    • c) Good
    • d) Excellent
    • 32. The value the subject give to training and related matters is:
    • a) Too small
    • b) Sufficient
    • c) Great
  • 15. FEEDBACK – VITAL FOR SELF DEVELOPMENT
    • SUPERVISOR EVALUATION
    • (Anonymous ticks are best) Date:
    • 32. The value the subject give to training and related matters is:
    • a) Too small
    • b) Sufficient
    • c) Great
    • 33. The subject performs tasks:
    • a) Almost always poorly
    • b) Sometimes poorly and sometimes well
    • c) Almost always well
    • 34. Regarding opinions that differ from his/her, the subject:
    • a) Never accepts them
    • b) Usually doesn’t accept them
    • c) Sometimes accept them
    • d) Almost always accepts them
    • 35. People find the subject:
    • a) Untrustworthy
    • b) Occasionally trustworthy
    • c) Very trustworthy
    • 36. The subject represents the Company:
    • a) Poorly, raising concern about it
    • b) Neither poorly nor well
    • c) Well, leading people to trust it
    • 37. What you really think:
    • Please be aware that this is purely a personal feedback form and is not related to Amec in any way. You don’t have to complete it and it is best if it is completed anonymously.
    • For further information on this process and it’s benefits to an organisation read “Maverick” by Ricardo Semler.