Agenda Results of 360-degree Feedback 1 Findings of 360-degree Feedback 2 Management Support: Coaching with Ratees 3 2

Objectives of 360-degree Feedback Personal perspective Answer the question, “How am I doing?” Validate and/or correct self-perception Facilitate personal growth and development Develop multi-dimensional managerial-competencies Company perspective Identify individual, group, and organizational development needs Support current and future business objectives

Personal perspective

Answer the question, “How am I doing?”

Validate and/or correct self-perception

Facilitate personal growth and development

Develop multi-dimensional managerial-competencies

Company perspective

Identify individual, group, and organizational development needs

Support current and future business objectives

360-degree Feedback Mechanism Peer Peer Feedback Feedback Direct Report Direct Report Feedback Feedback Manager Feedback Self

What do we measure? 6 competencies 1. Communication Clearly explains rationale behind ideas, and benefits Explains ideas in a clear, easy to understand way Listens carefully to others before responding 2. Service Orientation Follows-up with user to check satisfaction with service Regularly contacts users to understand business / find out what needed Responds promptly to users requests / enquires 3. Business Acumen Decision based on criteria (e.g. Return on Investment, Payback period, etc.) Regularly researches competitor' strengths and weaknesses ready to act Sensitive to figures, able to spot trend

6 competencies

1. Communication

Clearly explains rationale behind ideas, and benefits

Explains ideas in a clear, easy to understand way

Listens carefully to others before responding

2. Service Orientation

Follows-up with user to check satisfaction with service

Regularly contacts users to understand business / find out what needed

Responds promptly to users requests / enquires

3. Business Acumen

Decision based on criteria (e.g. Return on Investment, Payback period, etc.)

Regularly researches competitor' strengths and weaknesses ready to act

Sensitive to figures, able to spot trend

What do we measure? 4. Relationship Keeps people informed of developments and changes Openly shares ideas and opinions and information with others Shows understanding of others's ideas, problems, needs, offers helps as needed 5. Organization Allocates / obtains resources to meet operational needs Prioritizes jobs according to importance and urgency Provides detailed plan with timelines and measurable targets to get the job done effectively 6. Continuous Improvement Encourages unusual ideas and work towards them Learns from mistake and makes immediate corrective action to prevent reoccurrence Vigorously learns the best practice from the market and with a strong will to become a market leader

4. Relationship

Keeps people informed of developments and changes

Openly shares ideas and opinions and information with others

Shows understanding of others's ideas, problems, needs, offers helps as needed

5. Organization

Allocates / obtains resources to meet operational needs

Prioritizes jobs according to importance and urgency

Provides detailed plan with timelines and measurable targets to get the job done effectively

6. Continuous Improvement

Encourages unusual ideas and work towards them

Learns from mistake and makes immediate corrective action to prevent reoccurrence

Vigorously learns the best practice from the market and with a strong will to become a market leader

Results of 360-degree Feedback 360-degree Feedback Results Total Form Completed 452 Number of Ratees 75 Number of Raters 216 Completion Percentage 97.12%

Detailed 360-degree Report

Detailed 360-degree Report - Competency Feedback

Detailed 360-degree Report - Gap Analysis View

Detailed 360-degree Report - Hidden Strength View

Detailed 360-degree Report - Blind Spots View

Findings of 360 Degree Feedback

1. Company Competency Competency Average Rating Business Acumen: x.14 Communication: x.23 Continuous Improvement: x.10 Organization: x.20 Relationship: x.17 Service Orientation: x.24

Rating scale Outstanding and goes beyond the requirement 6 Completely meets the requirement 5 Always meets the requirement 4 Closes to average requirement and needs some improvements 3 Seldom demonstrates it 2 Never demonstrates it in daily work and needs a lot of improvements 1 Details Rating

2. Effective Manager Rating Competency Business Acumen: Communication: Continuous Improvement: Organization: Relationship: Service Orientation:

Findings of 360 Degree Feedback

3. Working Relations - Causes and Solutions Self Other Rating Diff. Phenomenon Cause Solution High Low + Blind spot Over confidence Ask for Feedback Low High - Hidden Strength Humbleness Self Disclosure

The Johari Window Known By Others Unknown By Others Known By Self Unknown By Self Tell Ask #1 Open Area #2 Blind Area #3 Hidden Area #4 Unknown Area Feedback Self-Disclosure Self-Discovery Shared Discovery

Management Support: Coaching with Ratees Establish purpose and importance of the discussion Recap the purpose of 360 feedback Be specific and concise Refer to data / information that indicates a problem / opportunity exists Be positive and in a non-threatening tone, be prepared to handle emotions Maintain / enhance self esteem Discuss and clarify details about the situation Seek input by using open-ended questions Clarify information by provide details that staff did not know Avoid judgment Listen and respond with empathy

Establish purpose and importance of the discussion

Recap the purpose of 360 feedback

Be specific and concise

Refer to data / information that indicates a problem / opportunity exists

Be positive and in a non-threatening tone, be prepared to handle emotions

Maintain / enhance self esteem

Discuss and clarify details about the situation

Seek input by using open-ended questions

Clarify information by provide details that staff did not know

Avoid judgment

Listen and respond with empathy

Management Support: Coaching with Ratees Agree on desired outcome Decide what is to be accomplished Ask instead of tell Discuss most effective ways to handle situation Develop a strategy to achieve the outcome Plan for potential roadblocks Use individual’s ideas wherever possible Summarize actions to be taken Specify who, what, by when Check for understanding Acknowledge staff participation Set a follow up date

Agree on desired outcome

Decide what is to be accomplished

Ask instead of tell

Discuss most effective ways to handle situation

Develop a strategy to achieve the outcome

Plan for potential roadblocks

Use individual’s ideas wherever possible

Summarize actions to be taken

Specify who, what, by when

Check for understanding

Acknowledge staff participation

Set a follow up date

360 Degree Report Responses Exciting Sad Surprising Disappointing Unhappy Happy Beyond Expectation Meet Expectation

Q&A Session Q&A Session

Q&A Session

Thank You !