180 Degree Leadership eAssessment 4 Aug 2010
Survey Content © 2009 CC Skills
Contents
General Points to Remember The Competencies The Rating Scale Overview Detailed Information Top & Bottom Five Behaviours Open Ended Comments Summary
General Points to Remember
Purpose Of Feedback Self reflection and feedback from a colleague or manager is essential to your development. It provides you with accurate information about the way you work with others. Feedback can act both as a stimulus to change your behaviour, and as a catalyst to facilitate change. Primary Objectives 1) To develop an awareness of your relative influence and effectiveness. 2) To develop a self-directed strategic plan for working more effectively. By enabling You To Analyse and process your feedback. Understand the consequences of your behaviour. Identify content areas for follow-up, skill-building, training and development.
4 Aug 2010
Elio Assuncao
The Competencies
Creative Choices Leadership E-Assessment
Manages resources effectively Plans carefully and thorough efficient management of resources keeps within budgetary controls. Anticipates and addresses successfully any potential shortfalls Communicates a compelling belief in the vision and makes the vision shareable to everyone. Sets a clear pathway and direction for others. Is receptive to new ideas; adopts and encourages creativity in self and others. Expresses own ideas and supports others’ Knows how to prioritise their work including managing their time. Achieves targets whilst maintaining a balance between work and personal life.
Creates belief in the vision
Encourages innovation Competent in carrying out their role
Promotes excellence in products Seeks out best practice to ensure a high standard of delivery. and services Clearly demonstrates that the client is at the forefront of all they do. Values people and their contribution Openly acknowledges and rewards good performance. Provides support and regular feedback to others and encourages continuous development
Shares knowledge and expertise Considers who else needs to know and openly shares with others information formally and informally with colleagues and peers. Influences stakeholders and partners Influence and persuades key people to get results and to engage those people with their work and priorities.
4 Aug 2010
Elio Assuncao
The Rating Scale
As a reminder, the scale that was used by respondents for the questionnaire is shown below:
Frequency
1 Never 2 Rarely 3 Sometimes 4 Often 5 Most of the time 6 Always U Not applicable I never see this behaviour I rarely see this behaviour I sometimes see him/her demonstrate this behaviour I see him/her demonstrate this behaviour more often than not I see him/her doing this most of the time This is highly characteristic – he/she is a good example of someone who always does this Unable to comment / Not applicable
4 Aug 2010
Elio Assuncao
Introduction to
Overview
This report shows how you have been rated at the Competency level. The responses are represented by a set of bars on the left of the page and in numerical format in the columns on the right. Avs is the average score and corresponds with the bar length. AP means anonymity protection i.e., if fewer than a specified minimum number of people from a particular group have responded, the score is not shown to protect anonymity.
4 Aug 2010
Elio Assuncao
Overview
Manages resources effectively
Self Colleague / Manager 1 2 3 4 5 6
Avs 4.40 4.75
Creates belief in the vision
Self Colleague / Manager 1 2 3 4 5 6
Avs 5.60 5.20
Encourages innovation
Self Colleague / Manager 1 2 3 4 5 6
Avs 4.67 5.20
Competent in carrying out their role
Self Colleague / Manager 1 2 3 4 5 6
Avs 5.00 5.50
Promotes excellence in products and services
Self Colleague / Manager 1 2 3 4 5 6
Avs 5.00 5.67
Values people and their contribution
Self Colleague / Manager 1 2 3 4 5 6
Avs 4.00 5.75
Shares knowledge and expertise with others
Self Colleague / Manager 1 2 3 4 5 6
Avs 5.00 5.40
Influences stakeholders and partners
Self Colleague / Manager 1 2 3 4 5 6
Avs 5.20 4.80
Composite
Self Colleague / Manager 1 2 3 4 5 6
Avs 4.84 5.30
Avs - Average Score AP - Anonymity Protected
4 Aug 2010
Elio Assuncao
Introduction to
Detailed Information
This report shows how you have been rated at the Competency and Question level. The responses are represented by a set of bars on the left of the page and in numerical format in the columns on the right. Avs is the average score and corresponds with the bar length. AP means anonymity protection i.e., if fewer than a specified minimum number of people from a particular group have responded, the score is not shown to protect anonymity.
4 Aug 2010
Elio Assuncao
Manages resources effectively
Manages resources effectively
Self Colleague / Manager 1 2 3 4 5 6
Avs 4.40 4.75
8. Keeps track of how resources are used by others Self 1 2 3 4 5 6
Avs 4.00
27. Makes efficient use of materials and resources Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 4.00
29. Holds people accountable for their use of resources Self Colleague / Manager 1 2 3 4 5 6
Avs 3.00 5.00
33. Keeps within agreed budgetary targets Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 5.00
39. Makes contingency plans and manages risk effectively Self Colleague / Manager 1 2 3 4 5 6
Avs 3.00 5.00
Avs - Average Score AP - Anonymity Protected
4 Aug 2010
Elio Assuncao
Creates belief in the vision
Creates belief in the vision
Self Colleague / Manager 1 2 3 4 5 6
Avs 5.60 5.20
1. Motivates others to work in the same direction Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 5.00
3. Presents clear evidence to support the vision Self Colleague / Manager 1 2 3 4 5 6
Avs 5.00 4.00
22. Demonstrates a real passion for the vision Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 6.00
43. Articulates the vision in strategic terms, targets and actions Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 5.00
44. Inspires others to believe and commit to the vision Self Colleague / Manager 1 2 3 4 5 6
Avs 5.00 6.00
Avs - Average Score AP - Anonymity Protected
4 Aug 2010
Elio Assuncao
Encourages innovation
Encourages innovation
Self Colleague / Manager 1 2 3 4 5 6
Avs 4.67 5.20
5. Encourages people to be creative in their work Self Colleague / Manager 1 2 3 4 5 6
Avs 4.00 5.00
6. Encourages the sharing of ideas at all levels Self 1 23. Challenges the status quo Self Colleague / Manager 1 2 3 4 5 6 2 3 4 5 6
Avs 4.00
Avs 6.00 6.00
30. Identifies and capitalises on opportunities created by change Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 5.00
31. Allows people to take controlled risks Self Colleague / Manager 1 2 3 4 5 6
Avs 3.00 4.00
40. Has an open mind and is prepared to try new things Self Colleague / Manager 1 2 3 4 5 6
Avs 5.00 6.00
Avs - Average Score AP - Anonymity Protected
4 Aug 2010
Elio Assuncao
Competent in carrying out their role
Competent in carrying out their role
Self Colleague / Manager 1 2 3 4 5 6
Avs 5.00 5.50
15. Continuously develops their skills and knowledge Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 6.00
18. Achieves a balance between their work and home life Self Colleague / Manager 1 2 3 4 5 6
Avs 3.00 5.00
28. Focuses on the ‘right things’ to achieve results Self Colleague / Manager 1 32. Is an effective decision maker Self Colleague / Manager 1 2 3 4 5 6 2 3 4 5 6
Avs 6.00 5.00
Avs 4.00 6.00
35. Manages their time effectively to meet targets and deadlines Self Colleague / Manager 1 2 3 4 5 6
Avs 5.00 5.00
36. Does not shy away from making tough decisions Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 6.00
Avs - Average Score AP - Anonymity Protected
4 Aug 2010
Elio Assuncao
10
Promotes excellence in products and services
Promotes excellence in products and services
Self Colleague / Manager 1 2 3 4 5 6
Avs 5.00 5.67
2. Benchmarks the industry’s products and services Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 5.00
11. Responds effectively to clients’ needs Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 6.00
17. Demonstrates a deep understanding of their service, from the client’s point of view Self Colleague / Manager 1 2 3 4 5 6
Avs 5.00 6.00
20. Re-invests in products and services Self Colleague / Manager 1 2 3 4 5 6
Avs 4.00 6.00
34. Regularly reviews the quality of service clients receive Self Colleague / Manager 1 2 3 4 5 6
Avs 3.00 5.00
42. Creates value for money products and services Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 6.00
Avs - Average Score AP - Anonymity Protected
4 Aug 2010
Elio Assuncao
11
Values people and their contribution
Values people and their contribution
Self Colleague / Manager 1 2 3 4 5 6
Avs 4.00 5.75
4. Tells people when they have done a good job Self Colleague / Manager 1 2 3 4 5 6
Avs 4.00 6.00
7. Makes time to coach and support others Self Colleague / Manager 1 2 3 4 5 6
Avs 4.00 6.00
10. Invests in the personal development of individuals Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 6.00
13. Provides constructive feedback to improve performance Self Colleague / Manager 1 2 3 4 5 6
Avs 4.00 5.00
26. Regularly conducts effective staff reviews and appraisals Self 1 2 3 4 5 6
Avs 3.00
37. Rewards people for their achievements and contribution Self 1 2 3 4 5 6
Avs 3.00
Avs - Average Score AP - Anonymity Protected
4 Aug 2010
Elio Assuncao
12
Shares knowledge and expertise with others
Shares knowledge and expertise with others
Self Colleague / Manager 1 2 3 4 5 6
Avs 5.00 5.40
9. Shares best practice methods with colleagues and peers Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 5.00
12. Proactively shares knowledge and expertise to enables others to achieve business objectives Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 6.00
19. Creates joint initiatives for the sharing of knowledge and expertise Self Colleague / Manager 1 2 3 4 5 6
Avs 3.00 5.00
24. Makes valued contributions at meetings, seminars and professional bodies Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 5.00
25. Researches information that is important to share with others Self Colleague / Manager 1 2 3 4 5 6
Avs 4.00 6.00
Avs - Average Score AP - Anonymity Protected
4 Aug 2010
Elio Assuncao
13
Influences stakeholders and partners
Influences stakeholders and partners
Self Colleague / Manager 1 2 3 4 5 6
Avs 5.20 4.80
14. Builds relationships with key stakeholders to insure the success of projects Self Colleague / Manager 1 2 3 4 5 6
Avs 4.00 5.00
16. Disagrees without being confrontational Self Colleague / Manager 1 2 3 4 5 6
Avs 4.00 5.00
21. Uses evidence and logic to change the views of others Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 5.00
38. Argues persuasively for their point of view Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 4.00
41. Correctly identifies those it is most important to influence Self Colleague / Manager 1 2 3 4 5 6
Avs 6.00 5.00
Avs - Average Score AP - Anonymity Protected
4 Aug 2010
Elio Assuncao
14
Top & Bottom Five Behaviours - Self
These behaviours were identified by you as your greatest strengths. They are rank ordered so the first item is the behavior you rated your most effective. These are the areas in which you believe you contribute most to the success of the organisation. You should compare these self-ratings with the ratings given by the others. If these behaviours are self-rated considerably higher than the ratings rendered by the others, these may be your blind spots and you may want to focus your developmental activities on them. Score
6.00 6.00 6.00 6.00 6.00
Behaviour
Invests in the personal development of individuals Benchmarks the industry’s products and services Creates value for money products and services Responds effectively to clients’ needs Uses evidence and logic to change the views of others
Performance Factor
Values people and their contribution Promotes excellence in products and services Promotes excellence in products and services Promotes excellence in products and services Influences stakeholders and partners
You identified the following five behaviours as those in which your performance is least effective. They are rank ordered so the first item is the behavior you rated lowest. We suggest you pay particular attention to these five behaviours and compare them with those behaviours rated lowest by your other raters. Score
3.00 3.00 3.00 3.00 3.00
Behaviour
Achieves a balance between their work and home life Creates joint initiatives for the sharing of knowledge and expertise Regularly conducts effective staff reviews and appraisals Rewards people for their achievements and contribution Allows people to take controlled risks
Performance Factor
Competent in carrying out their role Shares knowledge and expertise with others Values people and their contribution Values people and their contribution Encourages innovation
4 Aug 2010
Elio Assuncao
15
Top & Bottom Five Behaviours - Colleague / Manager
The following five behaviours were identified by your respondents as your greatest strengths. They are rank ordered so the first item is viewed as your most effective behaviour. These are the areas in which you contribute most to the success of your organisation. Score
6.00 6.00 6.00 6.00 6.00
Behaviour
Is an effective decision maker Continuously develops their skills and knowledge Does not shy away from making tough decisions Challenges the status quo Has an open mind and is prepared to try new things
Performance Factor
Competent in carrying out their role Competent in carrying out their role Competent in carrying out their role Encourages innovation Encourages innovation
The following five behaviours were identified by your respondents as those in which your performance is least effective. They are rank ordered so the first item is the behaviour that received the lowest score. We suggest you pay particular attention to these five and focus you immediate developmental activities on them. Score
4.00 4.00 4.00 4.00 5.00
Behaviour
Presents clear evidence to support the vision Makes efficient use of materials and resources Allows people to take controlled risks Argues persuasively for their point of view Shares best practice methods with colleagues and peers
Performance Factor
Creates belief in the vision Manages resources effectively Encourages innovation Influences stakeholders and partners Shares knowledge and expertise with others
4 Aug 2010
Elio Assuncao
16
Introduction to Open Ended Comments Summary
You and your respondent also had the opportunity to write comments on your performance. These comments have been quoted verbatim.
4 Aug 2010
Elio Assuncao
17
Open Ended Comments Summary
What aspects of this person's contribution do you most value?
Self: In terms of social media, I have helped many creatives gain the best knowledge and tools, to help them achieve quality work. Colleague / Manager: To brain storm ideas and thoughts to make decisions.
4 Aug 2010
Elio Assuncao
18
Open Ended Comments Summary
What aspects of this person's activities or behaviours would you most like him/her to change?
Self: not to be perceived as overpowering or being loud. Colleague / Manager: He needs to keep up todate with his book keeping, and listen when I give advice from experience.
4 Aug 2010
Elio Assuncao
19
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