10. CONVENTIONAL WISDOM OF
FEEDBACK
Pair up with a person near you.
Identify one or two “messages” you remember
from your childhood about the wisdom of
providing candid feedback to others.
13. GUIDELINES FOR RECEIVING
FEEDBACK
Focus on behaviors, do not get trapped by your own
feelings
Share your thoughts/feelings with your mentor and
others
14. GUIDELINES FOR RECEIVING
FEEDBACK
Focus on behaviors, do not get trapped by your own
feelings
Share your thoughts/feelings with your mentor and
others
Compare this feedback with feedback that you have
received in the past
15. GUIDELINES FOR RECEIVING
FEEDBACK
Focus on behaviors, do not get trapped by your own
feelings
Share your thoughts/feelings with your mentor and
others
Compare this feedback with feedback that you have
received in the past
Express appreciation
36. ANALYZING 360 FEEDBACK
Read through once quickly to get the
“Big Picture” view
Read through a second time and
highlight important areas
37. ANALYZING 360 FEEDBACK
Read through once quickly to get the
“Big Picture” view
Read through a second time and
highlight important areas
Identify links between written comments
and numerical data, and contradictions
38. ANALYZING 360 FEEDBACK
Read through once quickly to get the
“Big Picture” view
Read through a second time and
highlight important areas
Identify links between written comments
and numerical data, and contradictions
Look for any patterns/trends & DiSC
relationships
40. TEN STRATEGIES & TOOLS
Designed to help you:
Accept and make use of feedback
Create a plan for building on strengths and
improving areas of need
Make the most of training, get coaching, and put
plan into action
Ingrain new skills at work
Use self-encouragement to stick with your plan
45. AWARENESS
Your performance can be affected by your
understanding of your behavior-knowing how well
you are doing. Do you understand:
…What’s going on in the workplace?
…What’s expected of you?
…How others view your work?
…The consequences of your actions?
…Why you behave the way you do?
46. KEY QUESTIONS
Can I do it?
Do I have the support I need?
Do I want to do it?
47. Competence/Ability
YOUR PERFORMANCE CAN BE AFFECTED BY YOUR “KNOW-HOW” -
WHAT YOU CAN DO. DO YOU:
....understand the basic principles
....have the right skills
....use proper procedures
....apply best practices
....have enough experience
48. SUPPORT
Your performance can be affected by how well you
are supported. Have you been given:
…the responsibility to do it?
…clear standards, guidelines..procedures?
…current information?
49. MOTIVATION
YOUR PERFORMANCE CAN BE AFFECTED BY YOUR DESIRE - WHAT YOU
WANT TO DO. DO YOU:
....think the activity is important
....sense the need to do it
....have a positive attitude toward doing it
....feel comfortable and natural doing it
....feel doing it will help you achieve your goals
....believe you’ll be rewarded for doing well
50. SELECTING YOUR GOALS
Select 2-3 priority actions
Consider
✴Agreement among perspectives
✴Lower scores associated with high importance as
a starting point
✴Written comments
Use Self-Development Toolkit
52. REVIEWING RESULTS
Discuss and clarify feedback report findings
Review comments
Review development activities and initiate action plan
Prepare development plan
Prepare for sharing feedback with supervisor and staff
54. REVIEWING RESULTS WITH YOUR
SUPERVISOR
Objectives
1. Review plan and seek concurrence
2. Gain commitment for resources
3. Plan for ongoing discussion of progress
What do you share
Development plan - Encouraged
Feedback information - Optional
55. REVIEWING RESULTS WITH YOUR RATERS
Message to communicate
1. Thank your raters
2. Seek clarification on feedback
3. Seek support and confirmation of action plan
4. Enlist them in ongoing feedback
What do you share
Development plan - Strongly encouraged
Feedback information - As comfort level permits