1. 360 Feedback A Tool For Improving Individual And Organizational Effectiveness

2. 360 Degree Feedback Manager Peers Direct Reports Others Employee Rates Self

3. TraitsCompetenciesBehaviorsFeedback RESULTSRESULTS Context Situation

4. What Are The Benefits?  Sends a positive message to associates:  “We are investing in your professional development.”  Reinforces the desired corporate culture  Supports employee involvement by asking for feedback on leadership behavior  Sets the stage for more open communication  Helps produce desired change and individual performance improvement

5. Develops an awareness of the impact that his or her actions have on others. Validates self-perceptions of strengths and weaknesses. Provides information for professional development. How does 360 benefit the feedback receiver?

6. What Do We Measure? Observable skills and behaviors based on competencies identified for XYZ Corporation Directing and Inspiring Action Fostering Teamwork Customer Focus and Commitment Managing Performance/Coaching Developing Self and Others Leading by Example Acting with Integrity Interpersonal Behaviors Communicating with Others Building Relationships

7. Identify feedback criteria Orientation for participants Subjects select respondents Conduct survey via Web Download data and create reports Review feedback and meet with coach Developmental dialogue with manager and others Implement Plan Measure Results Re-assess The 360 Process

8. How Do We Protect Confidentiality? Outside consulting firm for administration and processing – Henson Associates, Dayton OH Combine ratings with others in each rater group; the rater’s name does not appear in the assessment results Provide web access and password protection Ask raters to use discretion so they don’t share their ratings and comments with others Share a summary report with your manager

9. How do we manage the process remotely? Prepare a roster of subjects and raters with email addresses and phone numbers. Conduct orientation for participants online and webinar Send assessment hyperlink to each rater via email. Rater clicks on hyperlink to access web-based assessment Henson Associates retrieves data from server Reports are printed and distributed to feedback receivers prior to feedback and coaching sessions.

10. Feedback Survey Software 20/20 Insight Web Response™

11. E-mail with hyperlink (URL) is sent to each respondent URL Link

12. Web site with customized instructions - user id provided - password chosen by rater At web site, enter user ID and chosen password

13. Checklist of Items Print assessment to review Select items for comments

14. Assess subject Rate on effectiveness (1-6 scale) Do not rate item if you cannot assess this behavior or skill so you don’t skew the results. Use the following scoring to reflect your observations: 123456N Minimally Effective Moderately Effective Highly Effective Not Observed/ Not Applicable Using the Effectiveness Scale

15. Provide comments when appropriate - Provide comments for about 50% of items - Do not type “No Comment” – leave blank as it wastes paper when printing report Comments are optional, but very helpful

16. Summary Questions  What are one or two practices that make this person effective in his or her role at XYZ Company?  Describe any changes you believe are important for this person to work more effectively with you.  Are there any other comments that would be helpful?

17. Technical Support Henson Associates Choose raters wisely to get a variety of feedback and ask for their permission. Questions and concerns to Traci McDade, assessment coordinator. We will respond within 8 hours by phone or email. Reminder emails and/or a phone call will be sent to raters 2-3 days before due date. Our goal is 100% participation of all raters.

18. STRENGTHS Performance Areas To Target for Greater Utilization AREAS FOR IMPROVEMENT Performance Areas To Target for Improvement What Feedback Receivers Learn:

19. Based on feedback report and coaching, subjects will be able to.. Identify development priorities and strengths Ask for additional verbal feedback if needed Analyze information to improve performance Take action to create and implement a targeted development plan (1 -3 specific actions) that can be implemented within 90 days Follow up with manager and coach Review progress against plan in 3-6 months

20. Orientation For Feedback Providers Orientation For Feedback Providers Send 360 Assessment To Raters Send 360 Assessment To Raters Feedback and Coaching Sessions Feedback and Coaching Sessions Email SDT and Report to Subject Email SDT and Report to Subject Project Timeline Nominate Feedback Providers (raters) Development Plan and Discussion with Manager TBD Orientation for Subjects Assessments Due Assessments Due

21. Have a question, comment, or concern? Call Henson Associates Assessment Coordinator – Traci McDade 910-326-1010 traci@hensonassoc.com Facilitator/Coach – Nancy Henson 937-886-0151 nhenson@hensonassoc.com If we are unavailable by phone, please leave a message and a time to return your call. Contact Information

22. Please remember... Providing 360 feedback is important and deserves your time and consideration. Subjects must have confidence in the data to take responsibility for using it for development planning. Thank you!