© PiCompany Reflector 360 Certification course. © PiCompany 21 May 2015 2 Goal of certification Enhancing the quality of use of the Reflector 360 by practising.

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Presentation transcript:

© PiCompany Reflector 360 Certification course

© PiCompany 21 May Goal of certification Enhancing the quality of use of the Reflector 360 by practising the implementation of the Reflector 360 and giving feedback. Results The participant: Knows the possibilities and applications of the Reflector 360; Has insight in own test results; Can interpret Reflector 360 results on behalf of personal - and/or career prospect; Is capable of constructing a coaching route based on the Reflector 360.

© PiCompany 21 May Program Introduction Feedback in organizations PiCompany model and competency profiles The questionnaire; the Reflector 360 process Interpreting the Reflector 360 report Giving feedback based on the Reflector 360 report PDP Discussing the test case and homework Introduction Practical experience Live case Evaluation and certification

© PiCompany 21 May The Iceberg Model and assessment instruments Behaviour Knowledge & Skills Personality, Intelligence, Values Reflector 360 Reflector Big Five Personality

© PiCompany 21 May “We could save a lot of time if you would just leave everything up to me”

© PiCompany 21 May Direct report Self Customer Manager Colleague 360-degrees feedback

© PiCompany 21 May The role function profile as a basis for the Reflector 360, 360-degrees feedback WHAT HOW

© PiCompany 21 May Coaching for behaviour and results

© PiCompany 21 May Level 1Displaying basic effective behaviour or displaying effective behaviour when the environment provides immediate reason for doing so. Level 2Displaying effective behaviour independently and on one’s own initiative. Level 3Stimulating others in the immediate working environment to display effective behaviour, partly by displaying exemplary behaviour oneself. Level 4Inspiring others within the entire organization to display effective behaviour by creating the right conditions and displaying exemplary behaviour oneself. Competency levels

© PiCompany 21 May Development tips and coachingactivities Development tips Frequently ask yourself what you have realized instead of what you have done. Coachingactivities Help the employee to divide final objectives for the longer term into feasible and measurable sub-objectives and formulate them clearly..

© PiCompany 21 May Reflector 360 questionnaire bipolar questions 5 questions per competency all questions have to be answered additional open questions

© PiCompany 21 May According to you, which behaviour does the participant especially has to continue? According to you, which behaviour does the participant has to show more often? According to you, which behaviour does the participant has to show less frequently? Indicates how employees can develop themselves Lets employees choose how to develop themselves The questions

© PiCompany 21 May ?! Time for talent The Reflector 360 process

© PiCompany 21 May Introduction Competency overview Result overviews General overview Detailed overview Detailed item overview Strength / Weakness overview Open questions Development tips Personal Development Plan (PDP) The Report

© PiCompany 21 May Five-point scale

© PiCompany 21 May General overview

© PiCompany 21 May Detailed overview Self Superior Colleague Direct report Customer Self Superior Colleague Direct report Customer Self Superior Colleague Direct report Customer Results orientation Group leadership Customer orientation

© PiCompany 21 May Detailed item overview Customer orientation

© PiCompany 21 May Strength/ Weakness overview

© PiCompany 21 May Open questions

© PiCompany 21 May Group overview