360 feedback & planning workshop - montgomery college...•background on 360° feedback surveys...
TRANSCRIPT
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Office of Human Resources and Strategic Talent
Management
Spring 2020
360° Feedback & Planning
Workshop
“Examine what is said and not who speaks.”
- An African proverb
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1
“What is the shortest word in the
English language that contains the
letters: abcdef?
Answer: feedback. Don’t forget that feedback is one of the essential elements of good communication.”– Anonymous
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Agenda
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• Attendee Introduction
• Background on 360° Feedback Surveys at MC
• Leveraging your 360° Feedback Report
• Utilizing the Interpretation Guide
• Next Steps
• Feedback, questions
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360° Feedback Survey for Supervisors
3
Ombud’s recommendation
to Dr. Pollard
Adoption of
recommendation from Dr.
Pollard
Outside vendor 3D Group
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Today’s Workshop Outcomes
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What do YOU hope to get out of today’s
session?
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Today’s Workshop Outcomes
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• Interpret the results of the 360° feedback results
report.
• See a perspective of self through the lens of
others.
• Learn of unexpected strengths as well as blind
spots.
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Today’s Workshop Outcomes
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Moving from Insight to Action
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Initial Reactions to the 360°Feedback
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Energy is spent on constructing a defense
rather than understanding feedback.
Surprise: “I can’t believe someone said that!”
Annoyance: “After all I’ve done for them!”
Rationalization: “I’ve been working like this for a
long time-I don’t need to change.”
Acceptance: “I guess this is something I’ve got to
work on .”
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Initial Reactions to the 360°Feedback
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360° Feedback Change Model
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360° Surveys are Tools That…
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• Identify strengths and developmental needs
• Help supervisors determine whether they are
learning the skills and perspectives important
for success
• Uncover potential blocks to development – flaws
or failures that could lead to derailment
• Focus on what is changeable
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About Your Report
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• A tool to use to your
benefit
• You own the data
• You are in charge of
developing your leadership
skills and career trajectory
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Interpretation Guide
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• Initial Reactions
• Digging into Your Results
• Individual Behaviors
• Self-Other Differences
• Written Comments
• Additional Development
Opportunities
• Identifying Development
Priorities
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360° Feedback Report
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Cover Page Details
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List of Raters
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Custom Content
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Competency Averages
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Competency Averages
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Competency Averages
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Competency Averages
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Competency Averages
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Competency Averages
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Competency Averages
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Competency Averages
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Top 10/Bottom 10
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Unexpected Strengths & Blind Spots Page
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Interpreting Comments
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SMART Goals
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• Specific – Vague goals do not motivate action
• Measurable – Tracking progress increase
efforts
• Attainable – Goals need to be challenging, but
also realistic
• Relevant – Clarify the importance of meeting
goals
• Time-based – Set goals that expire.
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Sample Goal
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• Be Specific
• Focus on behavior changes
• How will others support you?
“Make an improvement in my listening skills. Reduce
the number of times I interrupt and really focus on
listening to my peers. I will ask them to point out
when I interrupt them, so I can become more aware
of when this happens. I will begin working on this
immediately.”
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Prioritizing Development
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• 1 to 3 focal issues (less is more)
• Choosing what to focus on
• Career success
• Capable of improving
• Personally important
• Important to role
• Quick wins
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Analyzing Your Report
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Highest vs. Lowest Rated Competencies
Do the highest and lowest
match your perception of your
behavior and skills?
What do these overall ratings
suggest to you about your
strength or development
opportunities?
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Analyzing Your Report
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Individual Behaviors: Highest 2 Competencies
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Analyzing Your Report
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Individual Behaviors: Lowest 2 Competencies
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Analyzing Your Report
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Find Your Clear Strengths
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Analyzing Your Report
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Find Your Unexpected Strengths
What may be causing you to
overlook these strengths?
You can ask a trusted
colleague why they think
these are strengths.
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Analyzing Your Report
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Find Your Known Development Needs
Do these behaviors come
from competencies you
identified as your lowest in
STEP 1?
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Analyzing Your Report
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Find Your Blind Spots
What may be causing
you to view these as
strengths instead of as
development needs?
Ask a trusted
colleague why they
think these are not
strengths.
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Analyzing Your Report
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Qualitative Feedback: Written Comments
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Outcomes and Next Steps
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• Build a plan to improve on supervisory and
leadership skills.
• Create a professional development plan with
your supervisor
• Schedule a coaching session with your HR
Internal Consultant
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Creating Your Professional Development
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• Complete the Interpretation Guide on your
own
• Step 5: Written Comments (pg.7)
• Step 6: Additional Development
Opportunities
• Step 7: Identify Development Priorities
• Let’s Practice 1-2 SMART Goals for your
plan!
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Creating Your Professional Development
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Goals Change Form
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Creating 1-2 Sample Goals
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• Focusing on your Known Development Needs
(page 6) and the two behaviors you identified
as needing development, come up with 1-2
goals
• Be sure that your goals are SMART. Let’s see
what that means…
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Next Steps: Take Action
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You Can Do It!
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• It takes practice,
hard work, and
courage.
• Everyone can
become a better
leader and reap
rewards!
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THANK YOU!
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“Strive for continuous improvement, instead of perfection.”– Kim Collins
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