360 Degree Feedback Demo 1
360 Degree Feedback Results
 |
Confidential Report Provided for: Sample Employee |
Introduction
What you will find in this report
This report contains the results of the feedback collected for you. These results are presented to help you identify your strengths, areas for development, and areas where your ratings may diverge with those of the individuals providing you feedback. We hope that you remember from your own experience how difficult it can be to provide others with this type of feedback, be open to considering their opinions, and be willing to use their feedback in your development.
Goals of the 360 Degree Feedback
Multi-Source Feedback presents a more complete picture of an individual's behavior and performance by drawing information from different perspectives within the work environment. It gives recipients a resource to guide their development, and reviewers additional input.
Feedback from multiple sources helps you in several ways, including increasing awareness of your strengths, how you are perceived by others in different roles, and providing input for your professional development.
Receiving Feedback
Receiving feedback is a tremendous opportunity to discover how you are perceived by others which may be similar or dissimilar to how you perceive yourself. It is important to reflect on your feedback as a tool to help you set specific goals for professional development. This can be done when you see the feedback as it is, a perspective on where you may improve your performance and working relationships.
It is important to realize that seeking and receiving constructive feedback is the only way we can see our "blind spots." This feedback may help us to understand the negative impact our actions may unintentionally have on others.
What to Do with Your Feedback
You should use your feedback to help you develop awareness and set goals for developing your effectiveness. This can be done if you see the feedback as multiple perspectives on where you are already strong or can improve in the defined areas of effectiveness.
Feedback Roles
Your feedback is divided into 4 parts: Leadership Competencies and Behaviors, Positive Attributes, Negative Attributes, and Open-ended Comments
|
The results in this report are based on responses collected from individuals in different roles. This table shows the number of responses from individuals in different roles.
These different roles provide different perspectives on your competency. And, of course, the perspectives of individuals in each role may be unique. |
Response Scale Definitions for Leadership Competencies and Behaviors
7 = Superlative: consistently stretches my idea of what is possible in this competency
6 = Excellent: degree of mastery that meets my highest expectations
5 = Very good: consistently demonstrates strong capacity
4 = Good: significantly exceeds the degree I consider adequate
3 = Average: in the middle range of what I consider adequate
2 = Fair: minimum degree I consider adequate
1 = Poor: falls below degree I consider adequate
7 = Superlative: consistently stretches my idea of what is possible in this competency
6 = Excellent: degree of mastery that meets my highest expectations
5 = Very good: consistently demonstrates strong capacity
4 = Good: significantly exceeds the degree I consider adequate
3 = Average: in the middle range of what I consider adequate
2 = Fair: minimum degree I consider adequate
1 = Poor: falls below degree I consider adequate