MRA / 360 Degree Feedback System   —   Dual Scale Surveys   MRA / 360 Degree Process The 360 Degree Feedback Process includes:           —  Establish scope, purpose and goals of 360 Degree Feedback           —  Administer the 360 degree surveys           —  Deliver feedback           —  Develop action plan           —  Implement action plan and training           —  Conduct post training Once the survey is ready, the participating individual(s) asks people, who are familiar with him/her, to complete an online survey. Such as:   —  manager   —  direct reports   —  peers, co-workers   —  team members   —  clients   —  others When this is completed the results are ready to review. Reviewing the Results: Remember it is impossible to satisfy everyone. Some people have unrealistic expectations. Others may expect things from you that are not part of your responsibilities. Try not to feel discouraged if a few people want change. Rather, look for what the majority of the people are saying about your current practices. Feel proud about the practices where the majority are satisfied. This feedback will help you understand your impact on others. This feedback will also help you make any changes necessary to increase your on-the-job effectiveness, if you work to understand what others are saying. Evaluate Individual Effectiveness An important step in benefiting from the 360 degree feedback is understanding the concept of Gap Size. Gap Size is the numeric difference between how often a behavior occurs and how often the behavior is expected or needed. It is the difference between what the person believes is occurring now and what is needed or expected. This section:       —  Reviews the design of the survey       —  Explains how Gap Size is calculated       —  Reviews how Gap Size is presented in the person's Confidential Feedback Report Calculating and Interpreting Gap Size To help evaluate the effectiveness of the individual's current practices, a measurement called Gap Size was created. Gap Size Gap Size is the difference between what a person believes is occurring now and what is needed or expected. Interpreting the Feedback Report The person's Confidential Feedback Report focuses on the Gap Sizes that resulted from the way people answered the two questions. The results are separated on the report to show:       —  The results for each behavior based on the surveys completed by the person/Self and the person's manager/Boss.       —  The results for each group that answered surveys; i.e., direct reports; peers; co-workers; team members; others; etc If the "Self" or the "Boss" responses produced a reversal, the size of the reversal (see right column on the graphic above) is shown in the Gap Size Distribution table. Meeting the more important needs of the majority of people is what is necessary to maintain or increase your effectiveness. It is impossible to meet every need of every person. Some people have unrealistic needs and some needs are impossible to meet. Key Factors in Reviewing Survey Results During the review of the results, there are 3 factors suggested to be considered as the feedback is reviewed and evaluated. These 3 key factors are: Average Gap Size: The smaller the Average Gap Size, the greater your effectiveness. The larger the Average Gap Size, the greater the desire for change. General Criteria for evaluating the Gap Sizes for each behavior are as follows: Number of People: The more people responding to a behavior, the more reliable the feedback. Generally if 4 or 5 people within a group answer a question, that feedback should be considered more valid or reliable than if 1 or 2 people within a group provide feedback. Distribution Pattern: The "spread of responses" or "patterns" that appear in the Gap Size Distribution Table also provide valuable insights. Some common distribution patterns are shown below: There are 3 things suggested to be done when using this feedback to help improve current effectiveness.       — Identify current strengths as well as identify the changes that are the most important            to make to increase his/her effectiveness.       — Develop specific strategies or improvement plans that will support his/her commitment to increase effectiveness.       — Communicate his/her commitment to change to the people who provided the feedback. Feedback is most effective when the Perceptions 360 “Guide To Understanding Your Feedback” is used. Individual Development Plan Creating a development plan will help the individual to:       — Develop specific strategies / improvement plans       — Identify the support or resources that will help increase his/her effectiveness Discuss Feedback with Others The people who provided feedback did so with the intention of helping the person become more effective. Without their efforts, the individual would not have these specific new insights on the effectiveness of his/her current practices. Therefore, it is important that he/she let them know this. Benefits of Follow-Up Follow-up will produce important benefits to the people who provided the feedback. They will:       — Realize that their feedback was carefully and thoughtfully examined and that some improvements are likely to occur.       — Better understand why some of your current practices are undergoing change.       — Be more comfortable in giving you additional feedback and support as you work on changing.       — Be more open in completing similar feedback surveys from you in the future. "Going public" with his/her intentions to change puts some healthy and helpful pressure on him/her to improve performance. Final Commitments / Implementation Putting what has been learned into practice is the next step. Making specific time commitments and then keeping those commitments will significantly influence how quickly effectiveness is improved. FACILITATION A trained facilitator should work with individuals to help them accept and understand their feedback. Plan for 1 1/2 to 2 hours to effectively do this in a group setting with 5 - 25 people. View Perceptions 360 brochure Perceptions 360 report samples:         Individual report sample         Leadership report sample         Composite report sample More Perceptions 360 Information:         About Dual Scale Surveys / Assessments         Features & Benefits         Applications and Uses         Survey Design         Survey Library - Available Categories         Report Options         Understanding Gap Size Please contact us for more Perception's 360 information and pricing. Return to Perception's 360 Dual Scal Surveys main page.

Thursday, April 18, 2024

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