Feedback Report
                                                            Leadership Mirror®
                           ...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Interpreting Your Reports
What is Multirater Feedba...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Interpreting Your Reports
Summary Report
The Summar...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Interpreting Your Reports
Detail Report
The Detail ...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Interpreting Your Reports
Top Strengths/Top Opportu...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Interpreting Your Reports
Open-Ended Comments Repor...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Rating Scales
The survey used the following rating ...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Summary Report
This report provides a rank order fo...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Detail Report
This report provides an overall summa...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Detail Report
This report provides an overall summa...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Detail Report
This report provides an overall summa...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Detail Report
This report provides an overall summa...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Detail Report
This report provides an overall summa...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Detail Report
This report provides an overall summa...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Detail Report
This report provides an overall summa...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Detail Report
This report provides an overall summa...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Detail Report
This report provides an overall summa...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Detail Report
This report provides an overall summa...
09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino

Detail Report
This report provides an overall summa...
360 Feedback Report For Lucia  Aschettino Feb 2009
360 Feedback Report For Lucia  Aschettino Feb 2009
360 Feedback Report For Lucia  Aschettino Feb 2009
360 Feedback Report For Lucia  Aschettino Feb 2009
360 Feedback Report For Lucia  Aschettino Feb 2009
360 Feedback Report For Lucia  Aschettino Feb 2009
360 Feedback Report For Lucia  Aschettino Feb 2009
360 Feedback Report For Lucia  Aschettino Feb 2009
360 Feedback Report For Lucia  Aschettino Feb 2009
360 Feedback Report For Lucia  Aschettino Feb 2009
360 Feedback Report For Lucia  Aschettino Feb 2009
360 Feedback Report For Lucia  Aschettino Feb 2009
360 Feedback Report For Lucia  Aschettino Feb 2009
360 Feedback Report For Lucia  Aschettino Feb 2009
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360 Feedback Report For Lucia Aschettino Feb 2009

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360 Feedback Report For Lucia Aschettino Feb 2009

  1. 1. Feedback Report Leadership Mirror® Pitney Bowes Subject Name: Lucia Aschettino 2009-02-17 16:05 (GMT) 09 Senior Leader Survey - Contact Center Opers Team © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  2. 2. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Interpreting Your Reports What is Multirater Feedback? Multirater feedback enables an organization's employees to receive insights from a variety of internal and external people on their level of perceived effectiveness in a number of performance areas. Specific items are rated and then rolled up into an overall score in the broader performance area. What is the Value of Feedback? Knowing whether others' perceptions of you are similar or different from your own can provide you with significant insight into your strengths and development needs. The table below illustrates the significance of the combination of self vs. others' feedback. Self-Evaluation Low Medium High Ratings from Others High Pleasant Surprise Pleasant Surprise Strength Medium Pleasant Surprise Opportunity Blind Spot Low Opportunity Blind Spot Blind Spot - Pleasant Surprise: Others rated you higher than you rated yourself. - Blind Spot: Others rated you lower than you rated yourself. - Strength: You and others agree that you are at a moderate or high level in the performance area. - Opportunity: You and others agree that you are at a lower-than-moderate level in the performance area. What Reports are Available? The following reports are available. They are listed in the order they will appear/print if selected: - Summary Report - Detail Report - Top Strengths/Top Opportunities for Development Report - Open-Ended Comments Report - Performance Area and Item List Report Page 2 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  3. 3. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Interpreting Your Reports Summary Report The Summary report provides a rank order of all performance areas, from your strongest area to the area needing the most development, based on the average score of all respondents. If you completed a self- evaluation, the average score does not include your self-rating. (If no one else rated you, the performance areas are ranked based on your self-evaluation.) The first column in the report presents the performance areas, ranked from the highest rated to the lowest. The second column emphasizes that these ratings are from all others and self. The bar chart in the third column provides the average ratings for each performance area. Respondents' ratings are shown in the quot;All Othersquot; bar. Your self-evaluation is shown in the quot;Selfquot; bar. Note: Respondents do not specifically rate the broader performance areas in the survey. Instead, they rate individual items within each performance area. The ratings for these items are then averaged to compile the overall performance area rating. If your organization has elected to include the quot;Survey Average,quot; that measure will appear in the column to the graph's right. Survey averages reflect the average scores for all subjects in your organization who participated in the survey. If your organization used multiple rating scales, the measures for the second rating scale will be shown in the graph as a hash mark. Both the measures for the second rating scale and the difference between the two measures will be presented in columns to the graph's right. If your organization has elected to show the quot;Normquot; scores, that measure will appear in the column to the graph's right. Norms provide average scores for thousands of subjects across many organizations that have conducted similar surveys. Page 3 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  4. 4. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Interpreting Your Reports Detail Report The Detail report provides an overall summary for each performance area followed by detailed scores for each item by relationship group. This report provides detail on how you were rated by the respondents and the extent to which the ratings differ from item to item and relationship to relationship, as well as how they compare to your self-evaluation. The first column, first row of this report presents the performance area (shown in capital letters) that was evaluated. The remaining rows in the first column list the items under the performance area that were rated. Note: Use the items to help you understand the meaning of the performance area and to interpret your overall performance area rating. At the same time, keep in mind that performance area ratings are derived from responses to multiple survey items, while the ratings for items are based on single responses. For this reason, when interpreting your results emphasize overall performance area ratings. The second column lists the relationship groups of your respondents, such as Self, Mgr (manager), Peer, etc., as well as All respondents. The number in the third column to the right of each relationship represents the number (n) of respondents for that item. The bar chart in the fourth column provides the average ratings by group for each performance area and item. To protect respondents' anonymity, if fewer than the minimum number of respondents per group rated you, then the scores for that group are left blank, but are rolled into quot;All.quot; These respondents are included in quot;nquot; for the Anon group, but Anon does not show any ratings. The quot;Rate Dist%quot; listed beneath the quot;Allquot; bar displays the distribution of responses for each point on the rating scale (i.e., the percentage of respondents who rated you 3.00, the percentage of respondents who rated you 4.00, etc.). The quot;Gap from Selfquot; column to the graph's right represents the difference between your self-ratings and the average rating by relationship on each performance area and item. For example, if you rated yourself 5.00 and your manager rated you 4.00, the quot;Gap from Selfquot; is -1.00. If your organization has elected to include the quot;Range of Scores,quot; that measure will appear in the column to the graph's right. Range of Scores represents the actual range of scores (from low to high) that were collected by group for each performance area and item, adding an indication of the amount of agreement (or lack of) among respondents. If your organization has elected to include the quot;Survey Average,quot; that measure will appear in the column to the graph's right. Survey averages reflect the average scores for all subjects in your organization who participated in the survey. If your organization used multiple rating scales, the measures for the second rating scale will be shown in the graph as a hash mark. Both the measures for the second rating scale and the difference between the two measures will be presented in columns to the graph's right. Page 4 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  5. 5. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Interpreting Your Reports Top Strengths/Top Opportunities for Development Report The Top Strengths / Top Opportunities for Development report lists the individual items that were rated, on average, as the highest and lowest among all items on the survey. Note: Some items on your survey might not be shown on this report either because the items have no score or because the average score fell between the top strengths and development opportunities. The purpose of this report is to direct you to high-impact areas. Top strengths are those behaviors that are significant enablers of your success and that you might leverage for even greater challenges and achievement. Top development opportunities are those behaviors on which you can focus to significantly improve overall performance. These two lists also help identify insights that might not otherwise be readily apparent in the data organized by performance area. Keep in mind that the ratings in this report are based on single item responses, while performance area ratings on other reports are derived from responses to multiple survey items. For this reason, when interpreting your results emphasize the overall performance area ratings provided in other reports. The first column presents the items, ranked either from the highest rated to the lowest (strengths) or from the lowest rated to the highest (opportunities). Note: This column presents a maximum of 10 items. If the survey contains fewer than 20 total items, it's possible that items will appear on both the top strengths list and the top opportunities list. The second column emphasizes that these ratings are from all others and self. The bar chart in the third column provides the average ratings for each item. Respondents' ratings are shown by the quot;All Othersquot; bar. Your self-rating is shown by the quot;Selfquot; bar. If your organization has elected to include the quot;Survey Average,quot; that measure will appear in the column to the graph's right. Survey averages reflect the average scores for all subjects in your organization who participated in the survey. The quot;Gap from Selfquot; column to the graph's right represents the difference between your self-evaluation and the average rating on each item. For example, if you rated yourself 5.00 and your respondents' average rating was 4.00, the quot;Gap from Selfquot; is -1.00. Page 5 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  6. 6. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Interpreting Your Reports Open-Ended Comments Report The Open-Ended Comments Report lists all the comments you received from respondents (if your survey invited comments through an open-ended question at the end of the survey and/or additional comments for each performance area). The first section shows the open-ended question text. The second section randomly lists the comments respondents provided to the open-ended question. The third section randomly lists the additional comments respondents provided for each performance area. Performance Area and Item List Report The Performance Area and Item List Report shows the names and definitions of each performance area, with the name and description of each item associated with that performance area. Performance areas are listed alphabetically. Items under each performance area are listed in the order they appear during the survey. Page 6 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  7. 7. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Rating Scales The survey used the following rating scale(s): Rating Scale: Frequency Label Value Name/Description 1 1 Never or almost never The behavior is not performed, even when there is an opportunity to do so - (almost) without exception. 2 2 Seldom The behavior is performed occasionally. It is normally not chosen when there is an opportunity to do so. 3 3 Sometimes When presented with an opportunity to perform the behavior, half the time it is done, half the time it is not done. 4 4 Often The behavior is performed on most occasions when there is an opportunity to do so. It is a preferred behavior. 5 5 Always The behavior is performed every time there is an opportunity to do so - (almost) without exception. N -- Not Observed No opportunity to observe. Page 7 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  8. 8. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Summary Report This report provides a rank order for all performance areas, from your strongest area to your area needing the most development, based on the average rating from all respondents. If you completed a self-evaluation, the average rating does not include your self-rating. (If others did not rate you, the performance areas are ranked based on your self-evaluation.) For a more detailed description of this report and the information it displays, refer to Interpreting Your Reports. Report Based on 16 of 25 Respondents Performance Areas Relation 1 2 3 4 5 All Others 4.41 Continuous Learner Self 5.00 All Others 4.37 Uses Innovation to Solve Problems Self 5.00 All Others 4.35 Builds Relationships Self 4.00 All Others 4.32 Leads Change Self 4.00 All Others 4.30 Ethical Leader Self 4.00 All Others 4.24 Inclusive Leader Self 4.00 All Others 4.23 Acts with One-Company Perspective Self 3.80 All Others 4.21 Creates Successful Customers Self 4.60 All Others 4.17 Talent Development Self 4.00 All Others 4.14 Leads Diverse Teams Self 4.00 All Others 4.10 Courageous Leader Self 4.00 All Others 4.05 Empathetic Leader Self 2.50 All Others 4.00 Attracts Talent Self 4.00 All Others 3.97 Executes on Business Plans Self 3.83 All Others 3.95 Thinks and Acts Strategically Self 4.20 All Others 3.95 Takes Intelligent Risks for Growth Self 3.67 All Others 3.79 Makes Decisions with Agility Self 4.00 1 2 3 4 5 Page 8 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  9. 9. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Detail Report This report provides an overall summary for each performance area followed by detailed scores for each item by relationship group. For a more detailed description of this report and the information it displays, refer to Interpreting Your Reports. Report Based on 16 of 25 Respondents Gap Range from of PERFORMANCE AREA / Item Relation n 1 2 3 4 5 Self Scores Self 2 5-5 5.00 CONTINUOUS LEARNER (Overall performance area combines scores from MGR1 2 0.00 5-5 5.00 all items below) Peer 10 -0.60 3-5 4.40 DR 8 -0.50 4-5 4.50 IC 10 -0.80 3-5 4.20 MGR2 2 -0.50 4-5 4.50 Anon 0 All 32 -0.59 3-5 4.41 Rate Dist% 6 47 47 Is a quick learner, rapidly grasping new ideas Self 1 5-5 5.00 and concepts using all resources. MGR1 1 0.00 5-5 5.00 Peer 5 -0.40 4-5 4.60 DR 4 -0.25 4-5 4.75 IC 5 -0.80 4-5 4.20 MGR2 1 0.00 5-5 5.00 Anon 0 All 16 -0.44 4-5 4.56 Rate Dist% 44 56 Applies and adapts learning’s from own and Self 1 5-5 5.00 other’s experiences to new situations; gains MGR1 1 0.00 5-5 5.00 and applies learning’s from mistakes and Peer 5 -0.80 3-5 4.20 failures. DR 4 -0.75 4-5 4.25 IC 5 -0.80 3-5 4.20 MGR2 1 -1.00 4-4 4.00 Anon 0 All 16 -0.75 3-5 4.25 Rate Dist% 13 50 38 1 2 3 4 5 Page 9 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  10. 10. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Detail Report This report provides an overall summary for each performance area followed by detailed scores for each item by relationship group. For a more detailed description of this report and the information it displays, refer to Interpreting Your Reports. Report Based on 16 of 25 Respondents Gap Range from of PERFORMANCE AREA / Item Relation n 1 2 3 4 5 Self Scores Self 2 5-5 5.00 USES INNOVATION TO SOLVE PROBLEMS MGR1 3 -1.00 3-5 4.00 (Overall performance area combines scores from Peer 11 -0.46 4-5 4.54 all items below) DR 9 -0.45 3-5 4.55 IC 15 -0.80 2-5 4.20 MGR2 3 -0.67 4-5 4.33 Anon 0 All 41 -0.64 2-5 4.37 Rate Dist% 2 10 37 51 Inspires continuous learning from multiple Self 1 5-5 5.00 internal and external sources; applies MGR1 1 0.00 5-5 5.00 knowledge to generate innovative problem Peer 4 -0.50 4-5 4.50 solving. DR 3 -0.33 4-5 4.67 IC 5 -0.40 4-5 4.60 MGR2 1 0.00 5-5 5.00 Anon 0 All 14 -0.36 4-5 4.64 Rate Dist% 36 64 Encourages experiments and pilots; Self 1 5-5 5.00 champions new ideas and initiatives; and MGR1 1 -2.00 3-3 3.00 helps overcome organizational resistance. Peer 5 -0.40 4-5 4.60 DR 4 -0.25 4-5 4.75 IC 5 -0.40 4-5 4.60 MGR2 1 -1.00 4-4 4.00 Anon 0 All 16 -0.50 3-5 4.50 Rate Dist% 6 38 56 Identifies organizational barriers to Self innovation; provides time and money for MGR1 1 - 4-4 4.00 pursuit of innovative ideas. Peer 2 - 4-5 4.50 DR 2 - 3-5 4.00 IC 5 - 2-5 3.40 MGR2 1 - 4-4 4.00 Anon 0 All 11 - 2-5 3.82 Rate Dist% 9 27 36 27 1 2 3 4 5 Page 10 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  11. 11. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Detail Report This report provides an overall summary for each performance area followed by detailed scores for each item by relationship group. For a more detailed description of this report and the information it displays, refer to Interpreting Your Reports. Report Based on 16 of 25 Respondents Gap Range from of PERFORMANCE AREA / Item Relation n 1 2 3 4 5 Self Scores Self 3 4-4 4.00 BUILDS RELATIONSHIPS (Overall performance area combines scores from MGR1 3 0.00 4-4 4.00 all items below) Peer 14 0.50 3-5 4.50 DR 9 0.33 3-5 4.33 IC 15 0.20 4-5 4.20 MGR2 2 1.00 5-5 5.00 Anon 0 All 43 0.35 3-5 4.35 Rate Dist% 5 56 40 Makes connections to and communicates Self 1 4-4 4.00 with multiple constituencies to understand MGR1 1 0.00 4-4 4.00 their needs and capabilities. Peer 5 0.80 4-5 4.80 DR 4 0.50 4-5 4.50 IC 5 0.00 4-4 4.00 MGR2 1 1.00 5-5 5.00 Anon 0 All 16 0.44 4-5 4.44 Rate Dist% 56 44 Creates informal internal and external Self 1 4-4 4.00 partnerships to identify complementary areas MGR1 1 0.00 4-4 4.00 of expertise. Peer 5 0.20 3-5 4.20 DR 3 0.33 3-5 4.33 IC 5 0.40 4-5 4.40 MGR2 1 1.00 5-5 5.00 Anon 0 All 15 0.33 3-5 4.33 Rate Dist% 13 40 47 Cultivates network of relationships in Self 1 4-4 4.00 community, industry, and external MGR1 1 0.00 4-4 4.00 environment. Peer 4 0.50 4-5 4.50 DR 2 0.00 4-4 4.00 IC 5 0.20 4-5 4.20 MGR2 Anon 0 All 12 0.25 4-5 4.25 Rate Dist% 75 25 1 2 3 4 5 Page 11 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  12. 12. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Detail Report This report provides an overall summary for each performance area followed by detailed scores for each item by relationship group. For a more detailed description of this report and the information it displays, refer to Interpreting Your Reports. Report Based on 16 of 25 Respondents Gap Range from of PERFORMANCE AREA / Item Relation n 1 2 3 4 5 Self Scores Self 4 4-4 4.00 LEADS CHANGE (Overall performance area combines scores from MGR1 4 0.00 3-5 4.00 all items below) Peer 19 0.63 3-5 4.63 DR 16 0.25 3-5 4.25 IC 20 0.10 2-5 4.10 MGR2 4 0.50 4-5 4.50 Anon 0 All 63 0.32 2-5 4.32 Rate Dist% 2 13 38 48 Is passionate and inspiring to others about Self 1 4-4 4.00 the success of the organization. MGR1 1 -1.00 3-3 3.00 Peer 4 0.75 4-5 4.75 DR 4 0.25 3-5 4.25 IC 5 0.80 4-5 4.80 MGR2 1 0.00 4-4 4.00 Anon 0 All 15 0.47 3-5 4.47 Rate Dist% 13 27 60 Acts as champion to drive change and a Self 1 4-4 4.00 sense of urgency into the organization.on a MGR1 1 1.00 5-5 5.00 timely basis. Peer 5 0.60 3-5 4.60 DR 4 0.25 4-5 4.25 IC 5 0.20 3-5 4.20 MGR2 1 0.00 4-4 4.00 Anon 0 All 16 0.38 3-5 4.38 Rate Dist% 13 38 50 Effectively engages the participation of Self 1 4-4 4.00 others in designing and executing change. MGR1 1 0.00 4-4 4.00 Peer 5 0.80 4-5 4.80 DR 4 0.25 3-5 4.25 IC 5 -0.40 2-5 3.60 MGR2 1 1.00 5-5 5.00 Anon 0 All 16 0.25 2-5 4.25 Rate Dist% 6 13 31 50 Anticipates need for change in the business; Self 1 4-4 4.00 and understands the impact of change on MGR1 1 0.00 4-4 4.00 people. Peer 5 0.40 4-5 4.40 DR 4 0.25 4-5 4.25 IC 5 -0.20 3-5 3.80 MGR2 1 1.00 5-5 5.00 Anon 0 All 16 0.19 3-5 4.19 Rate Dist% 13 56 31 1 2 3 4 5 Page 12 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  13. 13. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Detail Report This report provides an overall summary for each performance area followed by detailed scores for each item by relationship group. For a more detailed description of this report and the information it displays, refer to Interpreting Your Reports. Report Based on 16 of 25 Respondents Gap Range from of PERFORMANCE AREA / Item Relation n 1 2 3 4 5 Self Scores Self 3 4-4 4.00 ETHICAL LEADER (Overall performance area combines scores from MGR1 3 0.00 4-4 4.00 all items below) Peer 13 0.38 3-5 4.38 DR 11 0.45 4-5 4.45 IC 14 0.07 4-5 4.07 MGR2 2 1.00 5-5 5.00 Anon 0 All 43 0.30 3-5 4.30 Rate Dist% 5 60 35 Demonstrates unquestionable integrity in Self 1 4-4 4.00 business, customer and employee MGR1 1 0.00 4-4 4.00 relationships and communications by Peer 4 0.50 3-5 4.50 adhering to business practice guidelines and company values. DR 4 0.50 4-5 4.50 IC 5 0.20 4-5 4.20 MGR2 1 1.00 5-5 5.00 Anon 0 All 15 0.40 3-5 4.40 Rate Dist% 7 47 47 Reinforces ethical behavior by recognizing Self 1 4-4 4.00 appropriate behaviors in others MGR1 1 0.00 4-4 4.00 Peer 4 0.50 4-5 4.50 DR 3 0.33 4-5 4.33 IC 4 0.00 4-4 4.00 MGR2 Anon 0 All 12 0.25 4-5 4.25 Rate Dist% 75 25 Shows consistency and trustworthiness in Self 1 4-4 4.00 ethical behavior - “walks the talk” – even MGR1 1 0.00 4-4 4.00 during difficult times Peer 5 0.20 3-5 4.20 DR 4 0.50 4-5 4.50 IC 5 0.00 4-4 4.00 MGR2 1 1.00 5-5 5.00 Anon 0 All 16 0.25 3-5 4.25 Rate Dist% 6 63 31 1 2 3 4 5 Page 13 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  14. 14. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Detail Report This report provides an overall summary for each performance area followed by detailed scores for each item by relationship group. For a more detailed description of this report and the information it displays, refer to Interpreting Your Reports. Report Based on 16 of 25 Respondents Gap Range from of PERFORMANCE AREA / Item Relation n 1 2 3 4 5 Self Scores Self 4 4-4 4.00 INCLUSIVE LEADER (Overall performance area combines scores from MGR1 3 0.00 4-4 4.00 all items below) Peer 17 0.53 4-5 4.53 DR 10 0.40 3-5 4.40 IC 20 -0.05 3-5 3.95 MGR2 Anon 0 All 50 0.24 3-5 4.24 Rate Dist% 8 60 32 Creates an environment that reflects fairness Self 1 4-4 4.00 and respect for everyone’s contributions, and MGR1 1 0.00 4-4 4.00 enables people from all backgrounds to work Peer 5 0.60 4-5 4.60 together effectively DR 3 0.33 3-5 4.33 IC 5 0.20 4-5 4.20 MGR2 Anon 0 All 14 0.36 3-5 4.36 Rate Dist% 7 50 43 Advocates the importance of diversity and Self 1 4-4 4.00 inclusion at all levels; encourages its MGR1 1 0.00 4-4 4.00 development as a company value with Peer 5 0.60 4-5 4.60 benefits to our overall business. DR 3 0.67 4-5 4.67 IC 5 0.00 3-5 4.00 MGR2 Anon 0 All 14 0.36 3-5 4.36 Rate Dist% 7 50 43 Values the uniqueness of each person and Self 1 4-4 4.00 the power that cultural differences bring to an MGR1 1 0.00 4-4 4.00 organization’s ability to innovate, to compete Peer 4 0.50 4-5 4.50 and to meet customer needs. DR 3 0.33 4-5 4.33 IC 5 0.00 4-4 4.00 MGR2 Anon 0 All 13 0.23 4-5 4.23 Rate Dist% 77 23 Leverages diversity and inclusion externally: Self 1 4-4 4.00 in the labor market, marketplace and with MGR1 customers. Peer 3 0.33 4-5 4.33 DR IC 5 -0.40 3-4 3.60 MGR2 Anon 1 All 9 -0.11 3-5 3.89 Rate Dist% 22 67 11 1 2 3 4 5 Page 14 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  15. 15. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Detail Report This report provides an overall summary for each performance area followed by detailed scores for each item by relationship group. For a more detailed description of this report and the information it displays, refer to Interpreting Your Reports. Report Based on 16 of 25 Respondents Gap Range from of PERFORMANCE AREA / Item Relation n 1 2 3 4 5 Self Scores Self 5 3-4 3.80 ACTS WITH ONE-COMPANY PERSPECTIVE MGR1 5 0.00 3-4 3.80 (Overall performance area combines scores from Peer 21 0.58 3-5 4.38 all items below) DR 20 0.65 3-5 4.45 IC 24 0.16 3-5 3.96 MGR2 3 0.87 4-5 4.67 Anon 0 All 73 0.43 3-5 4.23 Rate Dist% 11 55 34 Advocates cross-business actions and Self 1 4-4 4.00 investments needed to respond to customer MGR1 1 0.00 4-4 4.00 needs. Peer 4 0.50 3-5 4.50 DR 4 0.75 4-5 4.75 IC 5 0.20 3-5 4.20 MGR2 1 0.00 4-4 4.00 Anon 0 All 15 0.40 3-5 4.40 Rate Dist% 13 33 53 Considers balance between business and Self 1 4-4 4.00 one-company objectives when assessing MGR1 1 0.00 4-4 4.00 performance. Peer 3 0.67 4-5 4.67 DR 4 0.25 4-5 4.25 IC 4 0.00 4-4 4.00 MGR2 Anon 0 All 12 0.25 4-5 4.25 Rate Dist% 75 25 Educates other leaders about own business Self 1 4-4 4.00 model, and reaches out to understand other MGR1 1 0.00 4-4 4.00 parts of the business. Peer 5 0.20 4-5 4.20 DR 4 0.75 4-5 4.75 IC 5 -0.20 3-5 3.80 MGR2 1 1.00 5-5 5.00 Anon 0 All 16 0.25 3-5 4.25 Rate Dist% 13 50 38 Partners and networks effectively, both Self 1 4-4 4.00 formally and informally, with others inside MGR1 1 0.00 4-4 4.00 and outside of Pitney Bowes to help PBI and Peer 5 0.20 4-5 4.20 individual businesses succeed. DR 4 0.25 4-5 4.25 IC 5 0.00 4-4 4.00 MGR2 1 1.00 5-5 5.00 Anon 0 All 16 0.19 4-5 4.19 Rate Dist% 81 19 1 2 3 4 5 Page 15 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  16. 16. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Detail Report This report provides an overall summary for each performance area followed by detailed scores for each item by relationship group. For a more detailed description of this report and the information it displays, refer to Interpreting Your Reports. Report Based on 16 of 25 Respondents Gap Range from of PERFORMANCE AREA / Item Relation n 1 2 3 4 5 Self Scores Develops joint objectives and business plans Self 1 3-3 3.00 with other business unit leaders. MGR1 1 0.00 3-3 3.00 Peer 4 1.50 4-5 4.50 DR 4 1.25 3-5 4.25 IC 5 0.80 3-5 3.80 MGR2 Anon 0 All 14 1.07 3-5 4.07 Rate Dist% 29 36 36 1 2 3 4 5 Page 16 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  17. 17. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Detail Report This report provides an overall summary for each performance area followed by detailed scores for each item by relationship group. For a more detailed description of this report and the information it displays, refer to Interpreting Your Reports. Report Based on 16 of 25 Respondents Gap Range from of PERFORMANCE AREA / Item Relation n 1 2 3 4 5 Self Scores Self 5 4-5 4.60 CREATES SUCCESSFUL CUSTOMERS MGR1 5 -0.80 3-5 3.80 (Overall performance area combines scores from Peer 20 -0.15 4-5 4.45 all items below) DR 20 -0.30 2-5 4.30 IC 24 -0.64 3-5 3.96 MGR2 3 0.07 4-5 4.67 Anon 0 All 72 -0.39 2-5 4.21 Rate Dist% 1 8 58 32 Motivates and recognizes people for taking Self 1 4-4 4.00 the customer perspective and satisfying MGR1 1 1.00 5-5 5.00 comprehensive customer needs, not just Peer 4 0.50 4-5 4.50 achieving targets relating to a single product or service. DR 4 0.50 4-5 4.50 IC 4 0.00 4-4 4.00 MGR2 Anon 0 All 13 0.38 4-5 4.38 Rate Dist% 62 38 Identifies and enables business solutions Self 1 5-5 5.00 developed for one customer to be replicated MGR1 1 -1.00 4-4 4.00 for multiple customers. Peer 3 -0.33 4-5 4.67 DR 4 -0.50 4-5 4.50 IC 5 -1.20 3-4 3.80 MGR2 1 0.00 5-5 5.00 Anon 0 All 14 -0.71 3-5 4.29 Rate Dist% 7 57 36 Creates strategies and structures that are Self 1 5-5 5.00 aligned and highly responsive to changing MGR1 1 -2.00 3-3 3.00 customer needs. Peer 4 -0.50 4-5 4.50 DR 4 -0.50 4-5 4.50 IC 5 -1.00 3-5 4.00 MGR2 1 -1.00 4-4 4.00 Anon 0 All 15 -0.80 3-5 4.20 Rate Dist% 13 53 33 Implements organizational systems and Self 1 5-5 5.00 procedures that make it easy for customers MGR1 1 -2.00 3-3 3.00 to do business with Pitney Bowes. Peer 4 -0.75 4-5 4.25 DR 4 -0.75 4-5 4.25 IC 5 -1.00 3-5 4.00 MGR2 1 0.00 5-5 5.00 Anon 0 All 15 -0.87 3-5 4.13 Rate Dist% 13 60 27 1 2 3 4 5 Page 17 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  18. 18. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Detail Report This report provides an overall summary for each performance area followed by detailed scores for each item by relationship group. For a more detailed description of this report and the information it displays, refer to Interpreting Your Reports. Report Based on 16 of 25 Respondents Gap Range from of PERFORMANCE AREA / Item Relation n 1 2 3 4 5 Self Scores Spends time with customers and takes Self 1 4-4 4.00 accountability for building and maintaining MGR1 1 0.00 4-4 4.00 deep understanding of customer needs. Peer 5 0.40 4-5 4.40 DR 4 -0.25 2-5 3.75 IC 5 0.00 3-5 4.00 MGR2 Anon 0 All 15 0.07 2-5 4.07 Rate Dist% 7 7 60 27 1 2 3 4 5 Page 18 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0
  19. 19. 09 Senior Leader Survey - Contact Center Opers Team, Lucia Aschettino Detail Report This report provides an overall summary for each performance area followed by detailed scores for each item by relationship group. For a more detailed description of this report and the information it displays, refer to Interpreting Your Reports. Report Based on 16 of 25 Respondents Gap Range from of PERFORMANCE AREA / Item Relation n 1 2 3 4 5 Self Scores Self 1 4-4 4.00 TALENT DEVELOPMENT (Overall performance area combines scores from MGR1 all items below) Peer 8 0.38 4-5 4.38 DR 5 0.40 4-5 4.40 IC 5 -0.40 3-4 3.60 MGR2 Anon 0 All 18 0.17 3-5 4.17 Rate Dist% 11 61 28 Sparks development by providing clear, Self motivational, and constructive feedback. MGR1 Peer 3 - 4-5 4.33 DR 2 - 4-5 4.50 IC 2 - 4-4 4.00 MGR2 Anon 0 All 7 - 4-5 4.29 Rate Dist% 71 29 Spends time actively coaching high-potential Self internal talent and nurturing relationships MGR1 with external talent. Peer 2 - 4-5 4.50 DR IC 2 - 3-4 3.50 MGR2 Anon 1 All 5 - 3-5 4.20 Rate Dist% 20 40 40 Establishes challenging yet achievable Self 1 4-4 4.00 objectives and empowers people to MGR1 accomplish them. Peer 3 0.33 4-5 4.33 DR 2 0.00 4-4 4.00 IC MGR2 Anon 1 All 6 0.00 3-5 4.00 Rate Dist% 17 67 17 1 2 3 4 5 Page 19 Run Date: 2009-02-17 16:05 (GMT) © Development Dimensions International, Inc., 2000-2008. Confidential Report All Rights Reserved. Leadership Mirror® Version 5.0

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