david park 360 report

Vista Equity Partner's 360

David Parks8/15/2016

Administered to: David Parks 8/15/2016


IntroYour Leadership Intelligence® Report collects feedback about your behavior and performance from your supervisors, peers,direct reports, and other internal or external stakeholders. This feedback is a starting point for action planning and is especiallyuseful for development, evaluating performance, and setting personal goals.

Interpreting your Leadership Intelligence® Report

Look at the Demographic Summary section of the Leadership Intelligence® Report in order to understand how many peopleparticipated from each rater group.

Review the Leadership Intelligence® Competency Summary section, paying attention to how the overall results compare to thenorm (average), as well as which scores are potential strengths and which are areas for improvement.

Identify the behaviors that received the highest and lowest scores in the Leadership Intelligence® Focus Areas section. Noticewhich behaviors show the greatest gaps, both positive and negative, when compared to the norm. Review the Behaviorssection for Gaps. Gaps are areas where self responses (the scores you gave yourself) differ significantly from others’ responses.Also compare responses that differ between the other groups of raters. Look for any patterns or common themes.



Demographic Summary

Feedback was received from:

Actual Anticipated Percent

Self 1 1 100%

Manager 3 3 100%

Peer 3 3 100%

Direct Report 5 5 100%

Other 2 2 100%

Total 14 14 100%

Feedback was requested from:

Self

David Parks

Manager

Greg JohnsonJon BahlTricia Benedix

Peer

Jessica EichlerMatt VanIttalieMichael Weinstein

Direct Report

Alicia WoodwardChris GallagherChris LanhamMike SmoakNick Musillami

Other

Casey GoodmanSusan Brown



Respondent Demographics

1. Respondent Category

3 3

5

2

Manager/Supervisor Peer Subordinate/Direct Other (includes other V…0

2

4

6

2. How WELL do you know the recipient?

6

8

0

Exceptionally wellFairly wellNot very well0

2.5

5

7.5

10

3. How FREQUENTLY do you interact with the recipient?

9

5

000

DailyWeeklyMonthlyQuarterlyVery infrequently0

2.5

5

7.5

10



Potentialderailer

Belowexpectationsfor the role

Meetsexpectationsfor the role

Aboveexpectationsfor the role

DefiningStrength- Sets

them apart

All Questions 4.1

Agile Thinking 4.0

Facilitating Development 3.9

Fostering Teamwork 4.0

Communicating WithImpact

4.1

Creating a CompellingVision

3.9

Leading Change 4.2

Delivering Results 4.2

Emotional Intelligence 4.1



Focus Area

Your Highest Scores

Score

32. Uses their knowledge of the organization's culture and politics to get thingsdone. 4.741. Conveys a strong sense of urgency towards getting the job done. 4.645. Has high self-esteem and is aware of the value they add. 4.538. Works efficiently toward clear outcome focused targets. 4.446. Sustains their energy, motivations and resilience in times of stress. 4.3

Your Lowest Scores

Score

18. Seeks out dissenting opinions in order to improve buy-in alignment. 3.610. Seeks opportunities to expand their knowledge, skills, and capabilities. 3.711. Facilitates in-depth conversations through effective questioning and activelistening. 3.740. Designs and implements robust, streamlined processes. 3.730. Is able to ground their vision in actionable directives. 3.8



Self (1) 4.0

Manager (3) 3.5

Peer (3) 3.9

Direct Report (5) 4.4

Other (2) 3.9

Self (1) 5.0

Manager (3) 3.7

Peer (3) 4.0


Other (2) 4.0

Self (1) 4.0

Manager (3) 3.3

Peer (3) 4.0


Other (2) 3.5

Self (1) 5.0

Manager (3) 3.3

Peer (3) 4.0


Other (2) 3.5

Self (1) 3.0

Manager (3) 3.3

Peer (3) 3.7


Other (2) 4.5

Self (1) 3.0

Manager (3) 3.7

Peer (3) 3.7


Other (2) 4.0

Agile Thinking 4.0

4. Identifies core issues by examining evidence gathered from relevant sources.

5. Reaches valid conclusions using clear rationale and logic.

6. Relies on their gut feel judgments to allow them to make timely decisions in the absence of complete data.

7. Is open minded and generates a wide range of possibilities when solving problems.

8. Investigates an issue from a broad perspective to understand how different aspects interrelate.

Potentialderailer





them apart

9. Comments

Agile thinking is one of the keys to success for David

David does a great job of viewing issues from a broad perspective. Moving to leverage data and analytics to support his evaluation will benefit him

greatly.

David appears to be very open to suggestions and feedback from others. His experience in sales operations allows him access to information which

aids in making informed decisions.

David has strong business judgement and is able to make decisive decisions in a timely way.

Knowledge of the clients and our industry help out a lot here.

outstanding gut judgment

David seems take a logical approach to solving challenges. However, he also seems to come to a conclusion very quickly and then stay focused on that

solution.

David is intuitive and always quick to find viable, sometimes out of the box, solutions.

David, has done an exception job identifying the core issues that have hampered our team and has found creative ways to remove/bypass them in

order to ensure our success.

I usually involve him in any project where we need to think outside the box

He understand the business as it relates to every department

Davis is able to pivot quickly to changes in circumstances. he is able to react to internal and external changes very effectively.

David is great at thinking on his feet and reaching decisions in a timely manner, however sometimes it would be better to consider a situation from all

angles instead of jumping directly to the most immediate solution.

If there is a problem uncovered, David is very good at investigating by asking all parties what their role was or should have been.





Self (1) 3.3

Manager (3) 3.8

Peer (3) 3.1

Direct Report (4.75) 4.3

Other (2) 4.4

Self (1) 3.0

Manager (3) 3.5

Peer (3) 3.0


Other (2) 4.0

Self (1) 4.0

Manager (3) 3.5

Peer (3) 3.0


Other (2) 4.0

Self (1) 3.0

Manager (3) 4.0

Peer (3) 3.3


Other (2) 4.5

Self (1) 3.0

Manager (3) 4.0

Peer (3) 3.0


Other (2) 5.0

Facilitating Development 3.9

10. Seeks opportunities to expand their knowledge

11. Facilitates in-depth conversations through effective questioning and active listening.

12. Gives timely feedback

13. Coaches others to help them improve their performance and achieve the desired outcomes.

Potentialderailer





them apart

14. Comments

Could be better at giving feedback.

David provides feedback well up, down, and across the organization; has a good pulse on the organization's opportunities for improvement.

I do not have the opportunity to observe David's interactions with his teams, however in meetings when we discuss items involving his team, his

commitments and follow up with the team appears to be good. I am not sure of the content of the discussions however.

n/a

Don't have a ton of experience in seeing development but the reps that have come out of bootcamp seem to be performing well.

is coaching the team resulting in better performance

I think it may depend upon the person. Some direct reports have articulated that this is an area for growth.

David responds well to requests from the team, but I do think there is room to proactively foster development within the team with more/better

communication across the team re: successes, best practices, current information, etc. That said, with our responsibilities as well as other

trainings/internal meetings we are required to attend, time doesn't often allow for it.

From the outset, David, came in with a plan and worked on setting goals for us as a team as individuals. His coaching and focus on our joint goals have

helped us achieve new heights.

He excels

Helping you stronger in your rold

David's biggest strength here is coaching. He is always willing to assist or offer solutions to a difficult problem.

David goes above and beyond to be a supportive and effective leader. He always strives to see his team succeed in every way and will do anything in

his power to assist.

David is a good coach, inspiring others to do better.





Self (1) 4.0

Manager (3) 3.0

Peer (3) 4.1


Other (2) 4.4

Self (1) 5.0

Manager (3) 3.0

Peer (3) 4.3


Other (2) 5.0

Self (1) 4.0

Manager (3) 3.3

Peer (3) 4.0


Other (2) 4.5

Self (1) 4.0

Manager (3) 3.3

Peer (3) 4.0


Other (2) 4.5

Self (1) 3.0

Manager (3) 2.3

Peer (3) 5.0


Other (2) 3.5

Self (1) 4.0

Manager (3) 3.0

Peer (3) 3.3


Other (2) 4.5

Fostering Teamwork 4.0

15. Builds cohesive teams around a common purpose and inspires allegiance.

16. Empowers others by giving them authority

17. Values difference and leverages diversity in skills

18. Seeks out dissenting opinions in order to improve buy-in alignment.

19. Creates an environment of joint accountability.

Potentialderailer





them apart

20. Comments

Strongest area for David, a get in the dirt kind of guy

Great followership with account management. Respected by his peers on leadership team.

David does a good job of pushing to get answers and create motion in the way of getting things moving. I would say that at times, he would do well to

better understand the reasons for cert decisions and to identify alternatives which take into account the needs of the broader organization.

I think there is a opportunity to bring some team members along with our broader business goals. Inspiring the team to feel a greater connection with

the high level business goals, will allow greater autonomy and allows for better business decisions.

I think we could leverage Dave more in the team overall because he is always willing to help.

great at fostering an open and engaged team

David's success with the Account Management Team speaks to his ability to drive a team toward successfully accomplishing a goal and joint

accountability.

David is very complimentary of team members and is able to identify skills sets. His team trusts him.

It is difficult in David's role to foster a really strong team environment with multiple remote employees and internal challenges. That said, he does a

great job of rallying us around common goals.

He has built and is continuing to build a great team. He understands the team approach well

We have meeting to promote everyone working together on deals

David is always willing to work collaboratively and brings the right team to the project whenever possible.

I've never worked with a team that functioned in such a positive and group-oriented manner - David fosters and strengthens the interactions of his

coworkers to create a fun and progressive work environment where everyone works together for the benefit of the team. This is absolutely one of his

top strengths.

One thing I have noticed about David is that he does not take "no" for an answer. As a sales person, this is a terrific skill. As a manager, this could be a

concern. Taking a step back and considering all the options, including that his idea isn't the best one, is something David can improve on.





Self (1) 4.2

Manager (3) 3.3

Peer (3) 4.2


Other (2) 4.4

Self (1) 5.0

Manager (3) 3.3

Peer (3) 4.5


Other (2) 3.5

Self (1) 4.0

Manager (3) 3.3

Peer (3) 4.3


Other (2) 4.5

Self (1) 4.0

Manager (3) 4.0

Peer (3) 4.0


Other (2) 5.0

Self (1) 4.0

Manager (3) 3.0

Peer (3) 4.0


Other (2) 5.0

Self (1) 4.0

Manager (3) 3.0

Peer (3) 4.0


Other (2) 4.0

Communicating With Impact 4.1

21. Builds organizational trust through the appropriate use of transparency in their communications. Nohidden agendas.

22. Articulates their thoughts and ideas clearly and checks for understanding.

23. Conveys passion and enthusiasm through what they say and do.

24. Inspires others and has an in-depth understanding of what motivates people.

25. Is skilled in influencing and negotiating using an assertive and cooperative approach.

Potentialderailer





them apart

26. Comments

Passionate!

David does well in his communication with his peers and team. Opportunity to focus on transparency and effective communication with senior leaders

in the business. To continue to grow in his career, this can be a very important step.

I think that David does a good job of presenting the facts associated with a situation. I am not always sure that all of the facts representing all sides of

the story are presented. I would suggest that he do more around building consensus with the broader constituents associated with a situation so that

there is a clearer awareness of what is going on and an opportunity to react for others.

Delivering message with clarity and passion is a real strength for David. David has made a great effort to work in a collaborative way with peers, still an

area that can be further improved however.

Super enthusiastic about the mission of the company and that comes through to clients.

great negotiator

I think that David does this well enough to get the job done but have not worked with him closely enough to know if it is truly one of his strengths.

David is direct and trustworthy.

David does the best he can to be transparent. When we ask questions he is clear and concise in his answers and is genuinely trustworthy. He has an

impassioned approach to sales that always keeps the ball moving and keeps us striving to do more.

He's always positive and that helps us succeed

Gets everyone involved

David's passion/enthusiasm are very evident. He is a natural cheerleader for him team.

David communicates his thoughts and ideas freely and openly with as much detail as possible. He knows what to do and say to make everyone feel

that their contributions matter and to inspire creativity and assertiveness.

I look forward to meetings with David -- I know I will laugh and that we will achieve a result from the meeting. He is goal-focused but also quite good at

putting people at ease.





Self (1) 3.5

Manager (3) 3.3

Peer (3) 3.4


Other (2) 4.0

Self (1) 4.0

Manager (3) 3.3

Peer (3) 3.7


Other (2) 4.0

Self (1) 4.0

Manager (3) 3.3

Peer (3) 2.5


Other (2) 4.0

Self (1) 3.0

Manager (3) 3.3

Peer (3) 4.0


Other (2) 4.5

Self (1) 3.0

Manager (3) 3.3

Peer (3) 3.5


Other (2) 3.5

Creating a Compelling Vision 3.9

27. Embraces standard operating procedures and is skilled at effectively making them their own by adaptingthem appropriately.

28. Thinks beyond current boundaries and implements innovative ideas.

29. Engages others in creating and realizing a shared vision.

30. Is able to ground their vision in actionable directives.

Potentialderailer





them apart

31. Comments

Could be better at formalizing actionable directives

Motivating to team. Looking to improve driving the process and supporting documentation to ensure accountability and execution.

I see David as an execution machine. I have not observed him sharing a vision associated with the compilation of ideas and or processes which are

used.

Has found creative ways to motivate the team using some fun antics.

great at making things "real"

From the success enjoyed by Account Management, it seems like David is putting in place processes to accelerate growth and profitability within the

existing base.

Particularly as it relates to achieving sales goals, David is good at coming up with actionable ideas and working tirelessly to get them implemented.

As I mentioned David crafted a vision for each member of our team when he took over in March. This vision included tackling the internal hurdles that

were preventing sales. David has flawlessly transformed this into actions and initiatives to help us reach our goals.

We're always trying to push our boundaries and he leads the charge

Shows the big picture and how I can excel at my job

David is very strong when it comes to planning realistic goals and then moving toward them.

David has great ideas and takes steps to see them become reality.

David sometimes has ideas that are too big to be actionable.





Self (1) 4.2

Manager (3) 3.9

Peer (3) 4.0


Other (2) 4.0

Self (1) 5.0

Manager (3) 4.3

Peer (3) 5.0


Other (2) 4.5

Self (1) 4.0

Manager (3) 4.0

Peer (3) 3.5


Other (2) 4.0

Self (1) 4.0

Manager (3) 4.0

Peer (3) 4.0


Other (2) 3.5

Self (1) 4.0

Manager (3) 4.0

Peer (3) 4.0


Other (2) 4.5

Self (1) 4.0

Manager (3) 3.0

Peer (3) 3.7


Other (2) 3.5

Leading Change 4.2

32. Uses their knowledge of the organization's culture and politics to get things done.

33. Manages change effectively

34. Is firm and decisive

35. Shows resolve and determination in the face of adversity or resistance.

36. Articulates the "why" behind the change to proactively reduce organizational resistance.

Potentialderailer





them apart

37. Comments

So much change but managed well.

Managed effectively through a great deal of change in recent months.

David is a very good leader of change in that he is not afraid to debate for or against proposed change, but when the time comes, he does not blink

when it comes to executing rapidly and decisively. I am not able to observe his interactions with his team with respect to the communication of the

"why".

David has a great influence on the employee base. David can use this influence to help build a positive, motivated culture

Having a broad history has helped him successfully navigate all of the change that has occurred.

terrific resilience

Have not worked closely enough with David to provide feedback in this area.

As I mention below, David is very good at navigating the internal politics/culture and getting things done. It is definitely one of his most defining

strengths.

David's long standing success and in office savy has allowed him to leverage his relationships across teams and break down barriers to our success.

He's been here for 5 years and knows how to get things accomplished

communicates what the executive team wants and helps with that goal

David works within our company's culture very effectively. As a result he is effective in managing internal processes.

David is a strong proponent of change, and takes the time to explain his reasoning and the eventual benefit.

I don't see a lot of explaining why something needs to be done. This might be an area to examine.





Self (1) 4.6

Manager (3) 3.9

Peer (3) 4.1


Other (2) 4.2

Self (1) 5.0

Manager (3) 4.0

Peer (3) 4.0


Other (2) 4.5

Self (1) 5.0

Manager (3) 4.0

Peer (3) 4.3


Other (2) 4.0

Self (1) 4.0

Manager (3) 3.3

Peer (3) 3.7


Other (2) 3.5

Self (1) 5.0

Manager (3) 4.3

Peer (3) 4.3


Other (2) 4.5

Self (1) 4.0

Manager (3) 3.7

Peer (3) 4.0


Other (2) 4.5

Delivering Results 4.2

38. Works efficiently toward clear outcome focused targets.

39. Takes personal responsibility for outcomes and is accountable for their commitments.

40. Designs and implements robust

41. Conveys a strong sense of urgency towards getting the job done.

42. Is quality and service oriented

Potentialderailer





them apart

43. Comments

David=Results

Good advocate for clients, strong performance based culture established with Account Management.

David is one of the best "executors" in the business. He drives to conclusion with a strong sense of urgency and can be counted on to make things

happen.

Showing a great sense of urgency is a real strength for David

Has continued to deliver every quarter. Can't beat that!

cares a lot abbout organizational results and works hard towards them

David is clearly very results oriented and drives his team towards successfully achieving goals.

David has clearly demonstrated his ability to produce targeted results. He also definitely "conveys a strong sense of urgency".

David focus and sense of urgency has helped our team crush previous team and individual records.

He leads a team that systematically hits their numbers each quarter. There is careful planning involved ensuring that we hit our goals

the numbers say it all

Our team's results speak for themselves. David sets higher goals than a required and ensures they are met.

David is effective at prioritizing the targets and setting goals to make sure results are delivered at all critical junctions.

The Account Management team has flourished under David's leadership. I used to hear all kinds of dissent from that team, but since he's taken over,

the team seems happier and more productive.





Self (0)

Manager (3) 3.4

Peer (3) 4.5


Other (2) 4.4

Self (0)

Manager (3) 3.0

Peer (3) 4.5


Other (2) 5.0

Self (0)

Manager (3) 4.0

Peer (3) 5.0


Other (2) 5.0

Self (0)

Manager (3) 3.7

Peer (3) 4.5


Other (2) 5.0

Self (0)

Manager (3) 3.0

Peer (3) 4.0


Other (2) 3.5

Self (0)

Manager (3) 3.3

Peer (3) 4.7


Other (2) 3.5

Emotional Intelligence 4.1

44. Is aware of the impact their behaviors have on themselves and others.

45. Has high self-esteem and is aware of the value they add.

46. Sustains their energy

47. Sees situations objectively and is aware of their own biases.

48. Expresses their views honestly and acts in accordance with what they believe.

Potentialderailer





them apart

49. Comments

Sometimes react emotionally first, working on that

Perhaps the biggest opportunity. Needs to be aware of how written and verbal communication is perceived across organization. Continue to improve

on framing responses and being aware of how a reader receives: tone and intent are tough in email. Managing team to this and ensuring that

individual contributors are representing the team in the best fashion.

David is very calm in the face of adversity and does a nice job of maintaining a level head with even conflict related situatio

Recommend that David works on being more acutely aware of how and what he communicates and the impact it has on them and the broader

employee base.

very confident and that helps the team.

very high emoitional intelligence

David is always very direct and honest in his communication. My limited exposure to him makes me reluctant to judge him further.

David is authentic and has an ability to easily develop relationships throughout the organization because of his candid demeanor.

David has tremendous energy and never rests on his laurels. I can always count on him to look at a situation objectively and give me his opinion.

He's very honest about his approach. we like that

Very caring and giving person that cares about his team

David is a very genuine person and I trust him to treat his staff with respect.

David's presence does a lot to boost morale and improve teamwork, and I think he's aware of this and works to maintain it on a daily basis. He is able

to view situations from an unbiased place and makes sure to stick to his beliefs while also incorporating the beliefs of others.

David is great at adding energy and comedy to a tense or stressful situation, which puts everyone at ease.





Interaction Perceptions

How well people know you

Exceptionally Well: Have worked closely together for one year or more.

Fairly Well: Have either worked together for one year but not closely, or closely for less than a year.

Not Very Well: Have worked together less than six months or have limited exposure.

Exceptionally wellFairly wellNot very well

Agile Th

inking

Facilita

ting D

evelopm

ent

Foste

ring Team

work

Communicatin

g With

Impact

Creatin

g a Compelling Visi

on

Leading Chan

ge

Deliver

ing Results

Emotio

nal Inte

lligen

ce

2

4

0

6

How frequently do people interact with you

DailyWeeklyMonthlyQuarterlyVery infrequently

Agile Th

inking

Facilita

ting D

evelopm

ent

Foste

ring Team

work

Communicatin

g With

Impact

Creatin

g a Compelling Visi

on

Leading Chan

ge

Deliver

ing Results

Emotio

nal Inte

lligen

ce0

2

4

6



Additional Comments

50. What do you see as their greatest strength?

Ability to gain allegiance, tenacity

Great followership, willing to disagree and commit, leads change effectively, and tremendous focus on results

Ability to execute.

Passion for winning, showing a great sense of urgency, delivering results

knowledge of the industry in conjunction with a strong history of how deals have closed in the past. Knows how to get things done/who to go to in

order to get them done.

ability to generate followership

How results driven he is.

David's greatest strength is his ability to make quick decisions and get things done. He is also good at understanding and quickly addressing the needs

of his team.

David's ability to cut through internal hurdles without ruffling feathers is a major strength.

Leadership

Communication

David's greatest strength is his ability to create and motivate a culture of excellence where goals are not just met but exceeded.

David is an incredible leader; his personality and charisma are infectious and motivational to his team and coworkers. He makes everyone feel

important and is always encouraging of forward thinking and positive teamwork.

David could be voted the company class clown. He gets things done while also having a good time.

51. What do you see as their greatest opportunity?

being a better active listener

See Emotional Intelligence.

Need to see the broader impact on the business of decisions. Broader understanding of the business drivers would be helpful

Building strong cross-functional relationships.

Tremendous opportunity to leverage the already awesome work that AM is doing and make it better.

continue to invest in training/ coaching to strengthen the team

Don't feel I have worked closely enough to respond effectively.

I think David would benefit from getting a little more dug in with customers to truly understand their utilization of the software, needs, challenges, etc.

I see David taking a more prominent role in sales management. He was able to identify the hurdles that needed to be bypassed, and the opportunities

that needed to be exploited, and set clear goals in order to take our team to significantly new heights. These are all the marks of an exceptional

manager

Ability to expand the AM and capture more revenue

To move to an VP of sales role

David brought a team of people together on a project that was very successful and I believe there is a great opportunity to repeat that success with

other customers.

I think if David just keeps being himself and forming bonds with his team, coworkers, and leaders, he will continue to be a critical and positive factor in

everything with which he is involved.

When David knows a result is possible, he is relentless in pursuing that result. Sometimes that makes him hard to take.



52. If you could give them one piece of advice that would help them reach peak performance, whatwould that piece of advice be?

Keep pushing.

In your development plan, focus on communication and presentation style to ensure your great ideas, good intentions, and passion are not lost in the

messaging.

Seek out time with other cross functional executives and ask for them to help understanding their business units.

It is valuable to take the time to build relationships with your peers, superiors, and other coworkers.

It is much easier to change things when things are going well. Take advantage of the momentum you have and find ways to maximize the productivity

of the team.

Continue to develop a culture of success and cohesiveness.

Never stop digging in. The more you learn about the business side of our customers and make connections with them, the more you will be able to

help facilitate sales.

Focus less on internal competition within the team and focus more on how the team can achieve their goals

nothing

Every member of your team is thrilled to have you as a manager. Keep it up!

Try to look far enough into the future to plan for all possible outcomes of any given situation. Sometimes the first or most obvious answer isn't the

right way to go.

Realize that your subordinates are not your prospects -- sometimes trying someone else's idea might generate a better result in the long run.



david park 360 report

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