This is an "About 360 Degree Feedback" presentation & it deals with how 360 Degree Feedback Tools are used in organizations.
Most of this is widely available on the web but the simplest of things are often not understood properly so I have tried to share what I have often taught & coached people on 360 Degree Feedbacks.
Hopefully, this should help any of the aspirants of 360 Degree Feedbacks as well as any companies who are interested in exploring this further.
There is huge disagreement among employees on linking 360 degree feedback to performance appraisals. This article helps you understand how to use 360 degree feedback
There is huge disagreement among employees on linking 360 degree feedback to performance appraisals. This article helps you understand how to use 360 degree feedback
Instructors spend many hours giving feedback to students on paper, online and in face-to-face interactions. But feedback is often underutilized, misinterpreted and misapplied by students. This presentation looks at a hybrid model of feedback. 360-degree feedback is multisource assessment where the feedback comes from all around a student in contrast to a traditional performance model of downward feedback from teacher to student. These practices can be used for instructor-to-student, and student-to-/student (peer) feedback situations and is based on the presenter’s adaptation of current feedback theory in online and traditional courses at the undergraduate and graduate levels.
To share a component in our appraisal process specifically, the application of the 360-degree feedback system as I introduce a performance management system and the goals of organization, its strengths and limitations, discover challenges, identify areas of opportunity and applications for improvement.
Performance Appraisal should be multifaceted. their are many aspect to evaluate the performance of the employees in this professional world 360 degree evaluations is the most effective one!
We, at The TEAM Approach, provide this template to clients using 20/20Insight as a 360 feedback tool. It is personalized each time with screen shots showing the actual scales, etc. used in the client project.
Designing a perfect 360 degree Performance assessment ModelDr .E. J. Sarma
This ppt shares the basic design aspects behind a 360-degree appraisal system.based on a true project implemented.this was integrated with a leadership succession plan.
This has been used to develop leadership in IT companies over a 5 year period.
The scores were used to pinpoint weakness areas and coach these managers to be great leaders enabling homegrown leaders
In 360 degree appraisal system an employee performance is evaluated by its colleagues, peers and the Manager and will rate the employee performance, Learn about what is 360 Degree Performance appraisal and its Method, process, feedback questions, review, evaluation, assessment
For more information visit https://www.hrhelpboard.com/performance-management/360-degree-performance-appraisal.htm
Business Studies - Appraisal
The aspects of an appraisal are explained along with it's benefits, drawbacks and methods. The 3 methods that are described and outlined in this presentation are self assessment, peer assessment and 360 degree feedback.
Instructors spend many hours giving feedback to students on paper, online and in face-to-face interactions. But feedback is often underutilized, misinterpreted and misapplied by students. This presentation looks at a hybrid model of feedback. 360-degree feedback is multisource assessment where the feedback comes from all around a student in contrast to a traditional performance model of downward feedback from teacher to student. These practices can be used for instructor-to-student, and student-to-/student (peer) feedback situations and is based on the presenter’s adaptation of current feedback theory in online and traditional courses at the undergraduate and graduate levels.
To share a component in our appraisal process specifically, the application of the 360-degree feedback system as I introduce a performance management system and the goals of organization, its strengths and limitations, discover challenges, identify areas of opportunity and applications for improvement.
Performance Appraisal should be multifaceted. their are many aspect to evaluate the performance of the employees in this professional world 360 degree evaluations is the most effective one!
We, at The TEAM Approach, provide this template to clients using 20/20Insight as a 360 feedback tool. It is personalized each time with screen shots showing the actual scales, etc. used in the client project.
Designing a perfect 360 degree Performance assessment ModelDr .E. J. Sarma
This ppt shares the basic design aspects behind a 360-degree appraisal system.based on a true project implemented.this was integrated with a leadership succession plan.
This has been used to develop leadership in IT companies over a 5 year period.
The scores were used to pinpoint weakness areas and coach these managers to be great leaders enabling homegrown leaders
In 360 degree appraisal system an employee performance is evaluated by its colleagues, peers and the Manager and will rate the employee performance, Learn about what is 360 Degree Performance appraisal and its Method, process, feedback questions, review, evaluation, assessment
For more information visit https://www.hrhelpboard.com/performance-management/360-degree-performance-appraisal.htm
Business Studies - Appraisal
The aspects of an appraisal are explained along with it's benefits, drawbacks and methods. The 3 methods that are described and outlined in this presentation are self assessment, peer assessment and 360 degree feedback.
Getfeedback has over 15 years of expertise in designing and running 360 degree feedback surveys online. We provide small and large organisations with leading edge, user-friendly 360 degree feedback surveys and comprehensive reports on their people. This presentation provides viewers with an overview of our approach, tool and options available.
De Kern van je kwaliteiten - Sterke punten! TeSsA FaBeR
Wat zijn jouw sterke punten en hoe scherp jij ze aan en geef je ze jouw eigen kleur? Sterke punten zijn een combinatie van zijn, weten, willen en kunnen en vooral van DOEN! Ook accepteren waar je niet goed in ben, wat je allergie en je uitdaging is en dan het lef opbrengen om expres jezelf te zijn. Geinspireerd door de kernwadrant van Daniel Ofman en de sterke punten focus van Marcus Buckingham maar wel met de groeimindset dus de sterke puntenslijper gaat mee!
A simple, easily understood introduction to 360 Degree Feedback. Simplify 360 and improve the 360 communication process (and help managers understand the benefits of the 360 degree feedback process). This presentation is also on YouTube: Pario360News ...Discover Pario 360 and other resources: http://www.pario-innovations.com
In this file, you can ref useful information about 180 degree performance appraisal such as 180 degree performance appraisal rates, small 180 degree performance appraisal, 180 degree performance appraisal calculator … If you need more assistant for 180 degree performance appraisal, please leave your comment at the end of file.
In this file, you can ref useful information about 180 degree performance appraisal such as 180 degree performance appraisal rates, small 180 degree performance appraisal
This Presentation is prepared as a supplementary tool for Quantitative Evaluation of Headmaster & Teachers of schools. There is no separate proforma for evaluating the Performance of a Headmaster which is such an important development tool for an Educational Organization.
In this file, you can ref useful information about performance appraisal comment such as performance appraisal comment methods, performance appraisal comment tips, performance appraisal comment forms, performance appraisal comment phrases … If you need more assistant for performance appraisal comment, please leave your comment at the end of file.
I am a very strong believer that the future of a nation is in the hands of its youth. The quality of a nation is therefore truly demonstrated through the quality of its youth.
I have often been the bonafide Mentor to several hundreds of youngsters in their careers & I must admit that I learnt more while mentoring them then I learnt from the books I read.
This is a small tribute in terms of helping many more hundreds of youngsters in their footsteps to hall of fame. May all you young business enthusiasts shine bright & make your businesses prosper even further.....Amen
Demystifying Talent mgmt (Assessment & Development Centers)ASHUTOSH LABROO
A lot is written & freely available on Talent Management on the web. This presentation however is a very personal & deeper insight into the Subject of Talent Management as well as Assessment & Development Centers & finally Career Planning.
I have tried to offer greater clarity in terms of what all these steps mean & I hope this clarifies doubts & queries people usually have on this subject.
Strength is within us learnings from the Life & Times of Bruce LeeASHUTOSH LABROO
I had written this piece in 2003. Long back indeed but I never shared it with others since it was very personal & I wrote this for a spiritual reason. I am a very strong believer that we as Human Beings decide our fate. We decide what we can & what we can't do.
It is we who also can decide whether people will remember us with a smile on their face & with a tear in their eyes. Here is a tribute to one of my favourite person in the whole world.
I admired him as an actor, as a fighter but this is a glorified tribute to the Teacher, The Guru called Bruce Lee through his momentous life story. Hope you like it.
I have often been asked about explaining these two very pertinent aspects that governs any business and they can invisible to the naked eye......In many ways Vision & Values builds the Organization's Culture & that is the secret sauce of success.....Again a personal take on this.
I am sure you will find something of interest here....
Cheers!!!!
Ashutosh.
A write up from my inside voice on Leadership. This is published in our National Newsletter (My current employer).
Hope that people find some amount of wisdom in it. :)
Keep Learning, Keep Growing......
Ashutosh Labroo
This presentation is from around 8 years back, yet the content is relevant even for today. I had made this presentation long back as a one day workshop for my fellow CXOs & Directors on the Board of my then company. As the HR Head, I was trying to challenge the status quo & I must admit, it was a very successful workshop since I ended up transforming that company eventually.
The content is borrowed from all my gurus, mentors & coaches in life so most of this belongs to them. I am sharing it for the benefit of all my fellow HR colleagues in CXO Roles handling change in their companies as a key theme.............All the best....
This presentation is a part of my coaching on a workout for a team of wannabe moderators within ISS.
It was well researched as well as backed by my own experiences & expertise. I feel any wannabe moderators & or anyone who is invited as a moderator will benefit a lot from this.................
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
2. Background
360 Degree Feedback is a Multi- Rater Feedback System. Almost every Fortune
500 Company is using this in some form or the other.
The most common & the one I will be sharing here in is the 360 Degree Feedbacks
on Individuals. In this system the person (subject of the survey) is assessed by a
number of assessors including his superiors, direct reports (subordinates),
colleagues, internal customers and some times external customers.
The assessment is made on a questionnaire specially designed to measure almost
anything that you wish to check & verify. Normally we use the 360 Degree
framework to measure leadership style, managerial qualities, behavioral skills and
its impact and other important factors considered critical for the organization.
The purpose of the 360 degree feedback is to assist each individual being
assessed to to understand his or her strengths and weaknesses, and to contribute
insights into aspects of his or her work needing professional/ personal
development & improvement.
3. ADVANTAGES
To the individual:
• Helps individuals to understand
how others perceive them.
• Uncovers blind spots
• Quantifiable data on soft/
people skills
To the team:
•Increases communication
•Higher levels of trust
•Better team environment
•Supports teamwork
•Increased team effectiveness
To the organization:
•Reinforces corporate culture by linking survey
items to organizational leadership competencies
and company values
•Better career development for employees
•Helps identify Right & Wrong Behaviors within the
culture
•Improves customer service by involving them
•Helps identify relevant behavioral training needs
4. PROCESS POINTERS
• 360 Degree Survey is normally an anonymous survey where no respondents should come to know who
said what about the survey subject or the person being surveyed.
• In reality all 360 Degree surveys are nothing but perception surveys. That also means, that the feedbacks
that finally come out are the perceptions of people at various levels (inside & outside the setup) about the
Person/ Subject of the Survey. Obviously, perceptions are a tricky subject which needs to be dealt with
caution.
• While I have usually advocated its use, 360 Degree tools can be dangerous if their use is not properly
managed. Largely, the maturity of an organization will determine if the organization is ready to use a 360
Degree feedback process.
• A 360 DEGREE Survey can not only be used for a Person but also we can use the same fundamentals to
understand perceptions on any subject such as a new policy, a new facility, an existing policy, process &
system etc. In the case of a subject based 360 Degree Survey, we utilize the feedbacks by sharing it with
the Owner of the subject.
• A 360 DEGREE Survey when dealing with an individual person must purely be used as a SELF &
LEADERSHIP DEVELOPMENT tool & should have no bearing on either the compensation or performance
reviews and appraisals.
• The survey feedbacks should not be used for anything other than giving inputs for Leadership
Development/ Identifying Competency Gaps, if any.
• 360 DEGREE survey should be utilized to generate feedback reports on the Person/ Subject of the Survey.
The survey reports should be shared with the concerned Person or Owner of the subject in complete
confidence to help them understand the conclusive improvement areas as recommended & perceived by
people.
5. The Concept – 360 Degree Feedbacks on Individuals
A subordinate’s assessments of a supervisor’s approach or behaviors can
provide valuable developmental guidance for improvement.
Similarly feedback from Peer’s can be the heart of excellence in interpersonal
relations, teamwork & creating better collaboration.
Also finally without a doubt, customer feedbacks help focus on the quality of the
team’s or department’s performance, approach & results.
7. PROCESS POINTERS
• Feedbacks on STRENGTHS & OPPORTUNITIES FOR IMPROVEMENT will be open
for study by the INDIVIDUAL for building his/ her own independent assessment.
• In strict confidence of individual & concerned superior, the company must form a
MENTORING/ LEADERSHIP Development Plan based upon IMPROVEMENT
FEEDBACKS received from all four angles – PEERS, SUPERIORS, CUSTOMERS,
and SUBORDINATES.
• The 360 DEGREE REPORT for YEAR 1 must be archived in YEAR 2 when the next
round of 360 DEGREE FEEDBACK is taken. Analysis in year 2 should indicate some
progress from YEAR 1’s feedback.
• Attempt of the process should be to help the concerned individual achieve the right
balance of PEOPLE SKILLS, BUSINESS LEADERSHIP & PERFORMANCE
ORIENTATION without sacrificing relationships & motivation for any of the four stake
holders described above.
8. Assessors Contributions – Individual based
360 Degree Surveys
Superiors Contribution
• The 1st line supervisor is often in the
best position to effectively carry out the
full cycle of assessment.
• The supervisor may also have the
broadest perspective on the work
requirements and be able to take into
account shifts in those requirements.
• Superiors are usually able to observe
and measure all facets of the work to
make a fair evaluation.
• Supervisors have the capability of
coaching and developing employees as
well as planning and evaluating their
performance.
Self’s Contribution
• Self-ratings are particularly useful as it
helps the employee to compare his own
assessment vis-à-vis his other
interfaces.
• The developmental focus of self-
assessment is a key factor.
• Self-appraisals are particularly valuable
in situations where the supervisor
cannot readily observe the work
behaviors and task outcomes.
9. Assessors Contributions
Peers Contribution:
Peer assessments have been an
excellent predictors of future
performance and “the methods of
getting performance”.
The use of multiple raters in the peer
dimension of 360-degree assessment
programs tends to average out the
possible biases of any one member of
the group of raters.
The increased use of self-directed
teams makes the contribution of peer
evaluations the central input to the
feedback process because often the
supervisor is not directly involved in the
day-to-day activities of the team.
The addition of peer feedback can help
move the supervisor into a coaching
role rather than a purely judging role.
Subordinates Contribution
A formalized subordinate feedback
program will give supervisors a more
comprehensive picture of employee
issues and needs.
Employees feel they have a greater
voice in organizational decision-making.
The feedback from subordinates is
particularly effective in evaluating the
supervisor’s interpersonal skills.
Combining subordinate feedback, like
peer feedback, can provide the
advantage of creating a composite
feedback from the averaged feedback of
several subordinates.
10. Customers Contribution
• Customer feedbacks should serve as an “anchor” for almost all other
performance factors.
• Including a range of customers in the feedback process expands the
focus of performance feedback in a manner considered absolutely
critical to reinventing the organization.
• Generally the value of customer service feedback is appropriate for
evaluating team output (there are exceptions).
• Customers, by definition, are better at evaluating outputs as opposed
to processes and working relationships.