The document outlines an agenda for a 360 feedback session, focusing on receiving and sharing feedback, developing competencies, and self-development strategies. It includes guidelines for both giving and receiving feedback, understanding reactions to feedback, and analyzing feedback reports. Additionally, it provides tools and strategies for personal performance analysis and goal setting to improve professional development.

1. WELCOME
360 Feedback Session

2. AGENDA

3. AGENDA
Receiving Feedback

4. AGENDA
Receiving Feedback
Feedback Report

5. AGENDA
Receiving Feedback
Feedback Report
Self-Development Toolkit

6. AGENDA
Receiving Feedback
Feedback Report
Self-Development Toolkit
Sharing Feedback

7. Developing Competencies
Feedback
Experimentation
Understanding
Awareness

8. Developing Competencies
Feedback
Experimentation
Understanding
Awareness

9. Receiving Feedback

10. CONVENTIONAL WISDOM OF
FEEDBACK
Pair up with a person near you.
Identify one or two “messages” you remember
from your childhood about the wisdom of
providing candid feedback to others.

11. GUIDELINES FOR RECEIVING
FEEDBACK

12. GUIDELINES FOR RECEIVING
FEEDBACK
Focus on behaviors, do not get trapped by your own
feelings

13. GUIDELINES FOR RECEIVING
FEEDBACK
Focus on behaviors, do not get trapped by your own
feelings
Share your thoughts/feelings with your mentor and
others

14. GUIDELINES FOR RECEIVING
FEEDBACK
Focus on behaviors, do not get trapped by your own
feelings
Share your thoughts/feelings with your mentor and
others
Compare this feedback with feedback that you have
received in the past

15. GUIDELINES FOR RECEIVING
FEEDBACK
Focus on behaviors, do not get trapped by your own
feelings
Share your thoughts/feelings with your mentor and
others
Compare this feedback with feedback that you have
received in the past
Express appreciation

16. Four Types of Feedback

17. Four Types of Feedback
Known Areas
of Strength

18. Four Types of Feedback
Known Areas
of Strength
New Areas of
Strength

19. Four Types of Feedback
Known Areas
Known Areas
for
of Strength
Development
New Areas of
Strength

20. Four Types of Feedback
Known Areas
Known Areas
for
of Strength
Development
New Areas of New Areas for
Strength Development

21. REACTIONS TO FEEDBACK

22. REACTIONS TO FEEDBACK
Denial

23. REACTIONS TO FEEDBACK
Denial
Anger

24. REACTIONS TO FEEDBACK
Denial
Anger
Withdrawal

25. REACTIONS TO FEEDBACK
Denial
Anger
Withdrawal
Acceptance

26. REACTIONS TO FEEDBACK
Denial
Acceptance
Anger
Withdrawal

27. REACTIONS TO FEEDBACK
Denial
Anger
Withdrawal

28. Report Format

29. REPORT CONTENTS

30. SCALE REVIEW

31. Relationships/Comments

32. Relationships/Comments
Notice distribution

33. Relationships/Comments
Notice distribution
Comments follow

34. ANALYZING 360 FEEDBACK

35. ANALYZING 360 FEEDBACK
Read through once quickly to get the
“Big Picture” view

36. ANALYZING 360 FEEDBACK
Read through once quickly to get the
“Big Picture” view
Read through a second time and
highlight important areas

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. 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. Using the Self-Development Toolkit

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

42. Performance Analysis
http://www.2020insight.net/pa

43. PERFORMANCE
ANALYSIS

45. AWARENESS
Your performance can be affected by your
understanding of your behavior-knowing how well
you 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?

46. KEY QUESTIONS
Can I do it?
Do I have the support I need?
Do I want to do it?

47. Competence/Ability
YOUR 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

48. SUPPORT
Your performance can be affected by how well you
are supported. Have you been given:
…the responsibility to do it?
…clear standards, guidelines..procedures?
…current information?

49. MOTIVATION
YOUR PERFORMANCE CAN BE AFFECTED BY YOUR DESIRE - WHAT YOU
WANT 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

50. SELECTING YOUR GOALS
Select 2-3 priority actions
Consider
✴Agreement among perspectives
✴Lower scores associated with high importance as
a starting point
✴Written comments
Use Self-Development Toolkit

51. REVIEWING RESULTS

52. REVIEWING RESULTS
Discuss and clarify feedback report findings
Review comments
Review development activities and initiate action plan
Prepare development plan
Prepare for sharing feedback with supervisor and staff

53. Sharing Your Feedback

54. REVIEWING RESULTS WITH YOUR
SUPERVISOR
Objectives
1. Review plan and seek concurrence
2. Gain commitment for resources
3. Plan for ongoing discussion of progress
What do you share
Development plan - Encouraged
Feedback information - Optional

55. REVIEWING RESULTS WITH YOUR RATERS
Message to communicate
1. Thank your raters
2. Seek clarification on feedback
3. Seek support and confirmation of action plan
4. Enlist them in ongoing feedback
What do you share
Development plan - Strongly encouraged
Feedback information - As comfort level permits

56. QUESTIONS?