360 Degree Feedback improving performance through peer input February 9, 2012

2 “Figuring out the right things to do isn’t nearly as difficult as continuing to do them over the long term.” Our webinar will begin in a few minutes.

February 9, Degree Feedback improving performance through peer input

4 Our webinar will begin in a few minutes. “Remember: The problem for most of us isn’t knowing what to do… it’s doing it.”

February 9, Degree Feedback improving performance through peer input

6 Our webinar will begin in a few minutes. “The greatest attribute for any business leader is perseverance.”

February 9, Degree Feedback improving performance through peer input

8 Our webinar will begin in a few minutes. “All organizations are perfectly designed to get the results they are now getting. If we want different results, we must change the way we do things.” Tom Northup

February 9, Degree Feedback improving performance through peer input

10 Our webinar will begin in a few minutes. “It’s useful to think of excellence in two broad categories: Customer excellence and business excellence.”

February 9, Degree Feedback improving performance through peer input

12 Our webinar will begin in a few minutes. “Satisfied customers drive business success – and business success enables investment to satisfy customers.”

February 9, Degree Feedback improving performance through peer input

14 Our webinar will begin in a few minutes. “ Excellence is not a destination; it is a continuous journey that never ends.” Brian Tracy

February 9, Degree Feedback improving performance through peer input

16 Our webinar will begin in a few minutes. “ We are what we repeatedly do. Excellence, then, is not an act but a habit.” Aristotle

February 9, Degree Feedback improving performance through peer input

18 Our webinar will begin in a few minutes. “People go in the direction leadership is walking, not pointing.”

February 9, Degree Feedback improving performance through peer input

20 Our webinar will begin in a few minutes. “Every job is a self-portrait of the person who does it. Autograph your work with excellence. “ Unknown

February 9, Degree Feedback improving performance through peer input

22 Our webinar will begin in a few minutes. “Excellence is doing ordinary things extraordinarily well." John W. Gardner

February 9, Degree Feedback improving performance through peer input

24 Our webinar will begin in a few minutes. “Discipline is the bridge between goals and accomplishments.” Jim Rohn

February 9, Degree Feedback improving performance through peer input

26 Our webinar will begin in a few minutes. "Measure is the ability to mesh strategy with reality, align people with goals, and achieve the promised results.“ Larry Bossidy

February 9, Degree Feedback improving performance through peer input

28 Our webinar will begin in a few minutes. “The strategic agenda demands discipline and continuity; its enemies are distraction and compromise.” Michael E. Porter

February 9, Degree Feedback improving performance through peer input

30 Our webinar will begin in a few minutes. “One of the major barriers to achieving lasting excellence is how little formal effort organizations put into learning how to execute strategy.”

February 9, Degree Feedback improving performance through peer input

32 Your Presenter Matt Lauth Managing Partner Strategy Execution Advisors Certified Business Coach

360 Degree Feedback 33 Let's face it; those around us know us pretty well. Whether it's our team leader, others on the team, colleagues across the organization or customers and vendors outside the organization, they know our strengths and weaknesses. Being able to ask and receive their input on what you do well and what you could do to improve is priceless. During this webinar you'll learn: 1. What is 360 Feedback? 2. Where does it fit in the overall performance review cycle? 3. Why is it important? 4. How do I go about getting 360 Feedback? 5. What do I do with the feedback once I have it? This is 1 hour of your time that will give you the information needed to implement a system to ask for and get candid feedback to help every member of the organization improve their personal performance.

34 © Six Disciplines, LLC All Rights Reserved. Poll Questions

35 © Six Disciplines, LLC All Rights Reserved. What is a ‘360’? 360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports. A mixture of about eight to twelve people fill out an anonymous online feedback form that asks questions covering a broad range of workplace competencies. The feedback forms include questions that are measured on a rating scale and also ask raters to provide written comments. The person receiving feedback also fills out a self-rating survey that includes the same survey questions that others receive in their forms.

36 © Six Disciplines, LLC All Rights Reserved. Where does it fit in the overall performance review cycle? Performance Ongoing 360 Feedback Annual Performance Appraisals/ Reviews Annual

37 © Six Disciplines, LLC All Rights Reserved. Why is it important? Help employees recognize strengths and weaknesses and become more effective Measures behaviors and competencies Provide feedback on how others perceive an employee Addresses skills such as listening, planning, and goal-setting Focuses on subjective areas such as teamwork, character, and leadership effectiveness Input to Performance Appraisal to measure employee overall performance

38 © Six Disciplines, LLC All Rights Reserved. How do I go about getting 360 Feedback? 1.Define the process 2.Create templates 3.Create the schedule 4.Educate and train 5.Identify participants 6.Conduct the 360 feedback survey 7.Create the 360 feedback reports 8.Review and reflect 9.Create personal strengths & weaknesses list

39 © Six Disciplines, LLC All Rights Reserved. What 360s Won’t Do 360 feedback is not a way to measure employee performance 360 feedback is not a way to determine whether an employee is meeting basic job requirements 360 feedback is not focused on basic technical or job-specific skills 360 feedback should not be used to measure strictly objective things such as attendance, sales quotas, etc.

40 © Six Disciplines, LLC All Rights Reserved. Barriers Culture – not viewed as a priority, don’t understand or see value. Expertise – don’t know where to start or what to do next. Time – don’t have time to dedicate to it. Money – too expensive. Human Behavior – I want to but don’t!

41 © Six Disciplines, LLC All Rights Reserved. What are the costs? Process – defining what will be done, by who and by when – and….what the results will be. Expertise – ensuring someone is knowledgeable about the process and can manage to completion. Time – not in our plans, don’t have time. Money – having to start from scratch makes doing 360 too expensive.

42 © Six Disciplines, LLC All Rights Reserved. Six Disciplines Solves This Process – defined as part of Six Disciplines methodology. Expertise – best-practices templates and documentation provided. Time – requires commitment but not a lot of time. Most work should be done through normal 1:1 interactions of employee and team leader. Money – by having the process defined, templates created and a system to execute and manage the process the cost is low.

43 People Policies allow setting the defaults that will be used throughout the whole organization for conducting 360 feedback.

44 A default 360 feedback survey is provided but can be edited to meet the specific needs of the organization.

45 Expanding the survey allows all the details for each section and for each question and response to be edited.

46 Select the employee

47 Survey is selected for you based on the “People” policies already configured.

48 Enter the subject of the that all participants will receive.

49 The body of the defaults from the “People” policies but can be edited.

50 Create a “thank you” response that everyone providing feedback will see.

51 Create the list of individual you want to include in your personal 360 feedback

52 As you add contacts to the list you can categorize the contacts to allow segmenting the feedback on the analysis reports.

53 Review with your manager for approval. Mark the 360 as “completed” and click the “Send” button.

54 Each person listed on the 360 Feedback form receives a personal from the employee the 360 feedback is for.

55 includes the link to the survey and the full URL.

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58 As surveys are completed the employee can see how many have responded – but NOT who has responded.

59 Reports show data for: Individual responses Trending Rating Frequency

60 © Six Disciplines, LLC All Rights Reserved. What do I do with the feedback once I have it? Learning tool for the employee Use 360 Feedback as a key input to creating annual performance appraisals Next week’s webinar will focus on the Performance Appraisal process.

61 Need Help Conducting 360 Degree Feedback?

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Upcoming Webinars

64 1.February 9 th : 360 Degree Feedback 2.February 16 th : Performance Reviews 3.February 22 rd : Balanced Score Card 4.March 1 st : Strategy Maps 5.March 8 th : Value Stream Maps 6.March 15 th : Succession Planning 7.March 22 nd : Benchmarking Performance 8.March 29 th : Quarterly Review Process For more information and to register, visit:

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Thank You ! Matt Lauth (419)