360 feedback orientation template
DESCRIPTION
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.TRANSCRIPT
Your Company Name Here
360 Degree Feedback Process
Rater Orientation
360º Feedback
The TEAM ApproachThe TEAM Approach®®
1. Review 360 Degree Feedback Process
2. Explain Survey Software
3. Discuss Your Role as a Respondent
a. Using the two scales
b. Writing effective comments
4. Show the End Result
Orientation AgendaOrientation AgendaOrientation AgendaOrientation Agenda
360º Feedback
The TEAM ApproachThe TEAM Approach®®
"A high or low score didn't predict a scientist's ability to invent Teflon, but what the feedback did was really improve the ability of people to work in teams. Their regard for others, and behaviors that were damaging and self-centered, are what changed."
William J. Miller Research
Supervisor, DuPont
The Goal of a Feedback ProcessThe Goal of a Feedback Process
Review of the 360 Degree
Feedback Process
1
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Purpose:Purpose:
Reinforcing skills/behaviors that are key to individual success and to the organization as a whole
Using behavior-based competencies to provide a common language for development
Strengthening Development by:Strengthening Development by:
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Team Leader Skill Set
• Leading by Example
• Encouraging Innovation
• Innovative Problem Solving
• Decision Making• Delegating• Observing
• Listening• Teambuilding• Resolving Conflict
• Performance Coaching
• Performance Management
360º Feedback
The TEAM ApproachThe TEAM Approach®®
What is Feedback?What is Feedback?
Communication
of information
about behavior or performance
in a way that enables
receivers to use it to their
advantage and benefit.
360º Feedback
The TEAM ApproachThe TEAM Approach®®
360 Degree Feedback360 Degree Feedback
Supervisor
Peers
DirectReports
TeamMembers
Internal/ExternalCustomers
Employee“Self”
360º Feedback
The TEAM ApproachThe TEAM Approach®®
360 Degree Feedback 360 Degree Feedback ProcessProcess
Focuses on team leader skills
Maintains anonymity of ratings
Uses outside consultant for processing
Provides user-friendly tools
Provides a development approach
Features
360º Feedback
The TEAM ApproachThe TEAM Approach®®
360 Degree Feedback Process360 Degree Feedback Process
Identify Respondents(Nomination
List)
Gather Feedback Data
(Feedback Survey)
Receive and Interpret Feedback(Report and Coaching Session)
Develop and Implement Action
Plan(IDP)
Feedback Cycle
Feedback Survey
Software
20/20 Insight Web Response
2
360º Feedback
The TEAM ApproachThe TEAM Approach®®
360 Degree Feedback 360 Degree Feedback SurveySurvey
How you will assess . . . Go to 20/20 Insight web site with
customized instructions user id password
This enables you to assess each person on all competencies and behaviors
Effectiveness Importance Comments
Data is then transmitted to The TEAM Approach for confidential processing
360º Feedback
The TEAM ApproachThe TEAM Approach®®
360º Feedback
The TEAM ApproachThe TEAM Approach®®
360º Feedback
The TEAM ApproachThe TEAM Approach®®
360º Feedback
The TEAM ApproachThe TEAM Approach®®
360º Feedback
The TEAM ApproachThe TEAM Approach®®
360º Feedback
The TEAM ApproachThe TEAM Approach®®
360º Feedback
The TEAM ApproachThe TEAM Approach®®
1 2 3 4 5 6N
MinimallyEffective
ModeratelyEffective
HighlyEffective
Not Observed/Not Applicable
For each behavior consider...• How well do you think the person
demonstrates this skill/behavior?• To what extent do you think the person
has a need to develop this behavior?
How effective is this person in….
Using the Effectiveness Using the Effectiveness ScaleScale
360º Feedback
The TEAM ApproachThe TEAM Approach®®
MinimallyImportant
ModeratelyImportant
HighlyImportant
For each behavior consider...• How important is this behavior to the
person’s successful performance of his/her duties?
• How important is this behavior in creating an effective working relationship with you?
Using the Importance Using the Importance ScaleScale
How important is this behavior to success?
1 2 3 4 5 6N
360º Feedback
The TEAM ApproachThe TEAM Approach®®
1. Similar-to-Me / Not-Like-MeTendency to up-grade rating of people like you, and down-grade the rating of people who differ
2. Not Enough InformationPredicting ratings when the behavior has not been observed
Common Rater Common Rater PitfallsPitfalls
360º Feedback
The TEAM ApproachThe TEAM Approach®®
3. Differences in Rater TemperamentBeing overly easy or overly critical Avoiding the extremes
4. “Halo” Effect/“Hoof and Horn” Effect
Making generalizations from one aspect of a person’s performance to all aspects
Common Pitfalls, cont.Common Pitfalls, cont.
360º Feedback
The TEAM ApproachThe TEAM Approach®®
5. RecencyOver-emphasize recent occurrences, either favorable or unfavorable
6. LeniencyReluctance to assign adverse ratings for fear of being confronted or “found out”
Common Pitfalls, Common Pitfalls, cont.cont.
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Quality Feedback Tips
Separate each behavior
Consider trend or pattern over several months
Don’t assess someone when you are tired, stressed or angry
Consider the entire scale when assessing
Use “not observed/not applicable” when appropriate
Strive to give a balanced assessment . . .
Writing Effective Comments
3
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Providing Helpful, Honest Providing Helpful, Honest CommentsComments
Phrase comment so that participant will know whether to start, stop or continue
Recommend specific actions
Comments will be attached to the specific behavior and will be verbatim
This person should start, stop or continue:“Start . . .”“Stop . . .”“Continue . . .”
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Guidelines for giving Guidelines for giving feedbackfeedback
- “When you disrupted the meeting”
- “people felt uncomfortable”
- “as a result, they stopped contributing”
- “Please consider the effect of your comments on others”
Behavior
Outcome
Consequences
Actions
Feedback Model
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Inappropriate or Ineffective Inappropriate or Ineffective CommentsComments
o “You never think of anyone but yourself”
o “You’re too high-strung and negative”
o “You have a bad attitude”
o “You’ve been a big disappointment in this area”
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Appropriate and Effective Appropriate and Effective CommentsComments
• Positive: “Whenever I need to discuss a key project with you, you always take time to talk with me about it. Your input makes a big difference in the quality of my work, and I hope you’ll continue to make time available for me.”
• Constructive: “Sometimes when you’re pushed with a deadline and I enter your office, the look on your face says I’m bothering you. I tend to back off at that point. Please let me know when you don’t want to be interrupted.”
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Feedback ExerciseFeedback Exercise
Practice Writing Effective Comments
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Guidelines for giving Guidelines for giving feedbackfeedback
Behavior
Outcome
Consequences
Actions
Feedback Model
1. For the past twomonths, this person hasbeen coming in early andstaying late to help yourgroup meet a deadline fora major project.
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Guidelines for giving Guidelines for giving feedbackfeedback
Behavior
Outcome
Consequences
Actions
Feedback Model
2. You have noticed thatthis person has beenimpersonal and somewhatrude when answering thephone. You are concernedthat your office will get abad reputation.
Receiving the Feedback
4
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Computer-generated report designed to display overall feedback data
Compares Importance and Effectiveness scores of each of the items
Provides averages on each competency for each respondent group
Provides written, verbatim comments from respondents
Provides comments from two open-ended summary questions
Feedback Feedback ReportReport
360º Feedback
The TEAM ApproachThe TEAM Approach®®
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Development Development PlanningPlanning
Based on the feedback report, the subject will be able to . . .
1. Identify development priorities and strengths
2. Create a development plan
3. Take action to implement development plan
4. Review progress against plan
Assessment Timeline/
Information
5
360º Feedback
The TEAM ApproachThe TEAM Approach®®
OrientRaters
OrientRaters
CompleteSurveys
Deadline
CompleteSurveys
Deadline
DistributeFeedback
Reports
DistributeFeedback
Reports
IDPSession For
Subjects
IDPSession For
Subjects
Project TimelineProject Timeline
NominateFeedback Providers
Due:
Develop Action Plan
Ongoing
OrientSubjects
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Have a question, comment or concern? Call:
Your Name Here
Survey Team 800/864-4911
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Subject Orientation
• Selecting raters
• Using the web site
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Select Direct Reports—include support staff, assistant supervisors, as appropriateWork Group Members—may not be formal direct reportsThose who know your work bestIndividuals whose input you valueStaff who have recent work exposure
Avoid thoseWho only reflect your circle of friendsWho extend more than two levels upWith a low “familiarity weighting”
Tips for Nominating RatersTips for Nominating Raters
360º Feedback
The TEAM ApproachThe TEAM Approach®®
Email Link to Web
360º Feedback
The TEAM ApproachThe TEAM Approach®®
360º Feedback
The TEAM ApproachThe TEAM Approach®®
360º Feedback
The TEAM ApproachThe TEAM Approach®®
360º Feedback
The TEAM ApproachThe TEAM Approach®®