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 ch...
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/fee...
GUIDELINES FOR RECEIVING         FEEDBACKFocus on behaviors, do not get trapped by your ownfeelingsShare your thoughts/fee...
GUIDELINES FOR RECEIVING         FEEDBACKFocus on behaviors, do not get trapped by your ownfeelingsShare your thoughts/fee...
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...
Four Types of Feedback               Known AreasKnown Areas                   for of Strength               DevelopmentNew...
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 a...
ANALYZING 360 FEEDBACK      Read through once quickly to get the      “Big Picture” view      Read through a second time a...
ANALYZING 360 FEEDBACK      Read through once quickly to get the      “Big Picture” view      Read through a second time a...
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...
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 unde...
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 p...
SUPPORTYour performance can be affected by how well youare supported. Have you been given:   …the responsibility to do it?...
MOTIVATIONYOUR PERFORMANCE CAN BE AFFECTED BY YOUR DESIRE - WHAT YOUWANT TO DO. DO YOU: ....think the activity is importan...
SELECTING YOUR GOALSSelect 2-3 priority actionsConsider✴Agreement among perspectives✴Lower scores associated with high imp...
REVIEWING RESULTS
REVIEWING RESULTSDiscuss and clarify feedback report findingsReview commentsReview development activities and initiate acti...
Sharing Your Feedback
REVIEWING RESULTS WITH YOUR                   SUPERVISOR                            Objectives     1. Review plan and seek...
REVIEWING RESULTS WITH YOUR RATERS                      Message to communicate1.   Thank your raters2.   Seek clarification...
QUESTIONS?
360 Feedback Briefing for Subjects
360 Feedback Briefing for Subjects
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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.

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360 Feedback Briefing for Subjects

  1. 1. WELCOME360 Feedback Session
  2. 2. AGENDA
  3. 3. AGENDAReceiving Feedback
  4. 4. AGENDAReceiving FeedbackFeedback Report
  5. 5. AGENDAReceiving FeedbackFeedback ReportSelf-Development Toolkit
  6. 6. AGENDAReceiving FeedbackFeedback ReportSelf-Development ToolkitSharing Feedback
  7. 7. Developing Competencies Feedback Experimentation UnderstandingAwareness
  8. 8. Developing Competencies Feedback Experimentation UnderstandingAwareness
  9. 9. Receiving Feedback
  10. 10. 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.
  11. 11. GUIDELINES FOR RECEIVING FEEDBACK
  12. 12. GUIDELINES FOR RECEIVING FEEDBACKFocus on behaviors, do not get trapped by your ownfeelings
  13. 13. GUIDELINES FOR RECEIVING FEEDBACKFocus on behaviors, do not get trapped by your ownfeelingsShare your thoughts/feelings with your mentor andothers
  14. 14. 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
  15. 15. 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
  16. 16. Four Types of Feedback
  17. 17. Four Types of FeedbackKnown Areas of Strength
  18. 18. Four Types of FeedbackKnown Areas of StrengthNew Areas of Strength
  19. 19. Four Types of Feedback Known AreasKnown Areas for of Strength DevelopmentNew Areas of Strength
  20. 20. Four Types of Feedback Known AreasKnown Areas for of Strength DevelopmentNew Areas of New Areas for Strength Development
  21. 21. REACTIONS TO FEEDBACK
  22. 22. REACTIONS TO FEEDBACKDenial
  23. 23. REACTIONS TO FEEDBACKDenial Anger
  24. 24. REACTIONS TO FEEDBACKDenial Anger Withdrawal
  25. 25. REACTIONS TO FEEDBACKDenial Anger Withdrawal Acceptance
  26. 26. REACTIONS TO FEEDBACKDenial Acceptance Anger Withdrawal
  27. 27. REACTIONS TO FEEDBACKDenial Anger Withdrawal
  28. 28. Report Format
  29. 29. REPORT CONTENTS
  30. 30. SCALE REVIEW
  31. 31. Relationships/Comments
  32. 32. Relationships/Comments Notice distribution
  33. 33. Relationships/Comments Notice distribution Comments follow
  34. 34. ANALYZING 360 FEEDBACK
  35. 35. ANALYZING 360 FEEDBACK Read through once quickly to get the “Big Picture” view
  36. 36. ANALYZING 360 FEEDBACK Read through once quickly to get the “Big Picture” view Read through a second time and highlight important areas
  37. 37. 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
  38. 38. 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
  39. 39. Using the Self-Development Toolkit
  40. 40. 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
  41. 41. Performance Analysishttp://www.2020insight.net/pa
  42. 42. PERFORMANCE ANALYSIS
  43. 43. 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?
  44. 44. KEY QUESTIONSCan I do it?Do I have the support I need?Do I want to do it?
  45. 45. 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
  46. 46. 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?
  47. 47. 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
  48. 48. 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
  49. 49. REVIEWING RESULTS
  50. 50. REVIEWING RESULTSDiscuss and clarify feedback report findingsReview commentsReview development activities and initiate action planPrepare development planPrepare for sharing feedback with supervisor and staff
  51. 51. Sharing Your Feedback
  52. 52. 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
  53. 53. 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
  54. 54. QUESTIONS?

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