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LL360 Report Debrief Deck

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LL360 Development Plan Deck
LL360 Development Plan Deck
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LL360 Report Debrief Deck

  1. 1. LinkedIn Leadership 360 Report Debrief Session
  2. 2. LinkedIn Leadership 360 What is it? The LinkedIn Leadership 360 is a developmental learning tool designed to help LinkedIn’s leaders become “world class” by improving specific leadership strengths from good to great. Individual development plans are created based on feedback from the leaders’ manager(s), peers, direct reports, and cross-team partners. Who it is for? Senior Leaders (Directors +) What is the objective? To obtain insights about one’s leadership strengths and identify a focus for growth, development and transformation. To better understand perceptions of others in order to be a better leader for those around you. What is the time commitment? 2 hours of Leader’s time + 10 minutes per rater. From start to finish, the process takes about 6 weeks. Enterprise Solution, Senior Leaders
  3. 3. Review your LinkedIn Leadership 360 Report Our objective for today You are here
  4. 4. Signal vs. Noise A Guide to Interpreting your Report
  5. 5. 5 Leadership Brand Your top strengths and abilities that define your unique brand of leadership. Derailers Potential gaps in leadership abilities that are preventing you from being an effective leader. As we review your report, we’re looking for:
  6. 6. 6 Before reviewing your 360 report, let’s briefly discuss some key ideas...
  7. 7. Your Leadership Brand
  8. 8. 8
  9. 9. 9 Remember: You don’t have to be perfect to be a world class leader.
  10. 10. 10 Focus: Fewer things done better Become world class at 3-5 key leadership strengths, while maintaining the absence of any derailers that could keep you from being successful.
  11. 11. 11 Find Your Sweet Spots Sweet spot: existing strength you want to take from good to great because: It’s good for the business Consider your goals, OKRs, and current business challenges. What are all the skills that LinkedIn needs from you in the next 9-12 months? You have a passion or interest in developing it Strength Passion Business Need Sweet Spot
  12. 12. Key Question #1: What does the data tell us about your top 3-5 strengths?
  13. 13. 13 Derailers A Derailer is the absence of a key leadership skill that, due to its absence, affects a leader’s overall effectiveness. Derailer
  14. 14. 14 Derailers overshadow other strengths or talents and, therefore, need to be addressed. We call these your derailers. They can result in: Performance problems Career plateaus Job failure Damaged relationships
  15. 15. Key Question #2: Does the data reveal any derailers?
  16. 16. Perceptions vs. Reality
  17. 17. 17 Perceptions are Reality Research shows self-perception is notoriously inaccurate How others perceive you is reality for them Whether it is objectively true or not is less important than knowing this is how you’re perceived That they are sharing this with you is a gift
  18. 18. 18 Keep an open mind • My raters don’t really know me that well • My job makes me act this way; I’m really not like this • Some of my raters have it in for me • My raters don’t understand the situation I’m in • I used to be this way, but I’ve since changed • This must be someone else’s report • My raters didn’t understand the questions • I wasn’t like this in my last job • My raters are just jealous of my success • I purposely picked people who didn’t like me Common Rationalizations to Feedback...
  19. 19. 19 Finally! To Your Report...
  20. 20. 20 Next Steps Digest your report and identify your: • Top Strengths that make up your Leadership Brand • Derailers (if any) Schedule your Development Plan session with your facilitator • Where you will create a path of growth with tangible goals
  21. 21. Appendix
  22. 22. 22 LinkedIn Values Scoring Our Members Come First Relationships Matter Open, Honest and Constructive Demand Excellence Take Intelligent Risks ● Helps people understand how meeting members’ needs is the core of LinkedIn’s mission and vision ● Listens with compassion ● Builds relationships through authenticity ● Builds trust through consistency ● Frequently connects people in a way that fosters beneficial relationships and/or alliances ● Provides feedback that is open, honest, and constructive ● Resolves conflict through communication, alignment, and/or clean escalation ● Communicates the right things to the right people at the right times ● Consistently delivers on commitments ● Holds team accountable to deliver excellent results ● Addresses performance problems quickly and constructively ● Combines positive relationships with high productivity to build a high performing team ● Creates an atmosphere that fosters innovation and creativity ● Comfortable taking intelligent risks Act Like an Owner ● Uses resources (financial and other) wisely ● Resolves conflict through communication, alignment, and/or clean escalation
  23. 23. LinkedIn Culture Scoring ResultsTransformation Integrity Collaboration Humor Aspects of Culture, or, the collective personality of our organization ● Creates an atmosphere that fosters innovation & creativity ● Inspires team members with the belief that they play an important role in helping LinkedIn transform the world ● Coaches and mentors to develop other ● Consistently delivers on commitments ● Keeps people focused on highest priority activities ● Navigates the challenges of complex initiatives ● Helps team move forward when faced with change and uncertainty ● Provides feedback that is open, honest, and constructive ● Shows humility by acknowledging and learning from mistakes ● Accepts own emotions and expresses them constructively ● Builds trust through consistency ● Resolves conflict through communication, alignment, and/or clean escalation ● Creates a collaborative environment, getting teams to work together across functions ● Identifies areas of agreement when working with groups or individuals of differing perspectives ● Uses appropriate humor to create a positive team environment ● Establishes ways of working that are fun and engaging for the team
  24. 24. 24 Compassionate Management Scoring Compassion: Seeing things clearly through another person’s perspective; an objective form of empathy Respects diverse and differing perspectives when making decisions. Adapts behavior to fit different cultures. Resolves conflict through communication, alignment, and/or clean escalation. Listens with compassion. Identifies areas of agreement when working with groups or individuals of differing perspectives.

Hinweis der Redaktion

  • 1. Each Leader needs to determine who will be their raters.
    They do this by compiling a list of peers ( those they work with closely ) and cross team partners ( and those that work with a regular basis)
    When they have the list, they need to discuss with their Manager who will finalise their list.
    Then they advise L&D as of this list who will upload to our assessment tool, called Qualtrics.
    2. During the specified time, each Leader will get an update of who has completed the evaluation.
    L&D will send reminders emails to those who have not completed the evaluations and each Leader can also send an email to prompt completion
    3. When the specified time – in this case `xx, has arrived each Leader will meet with a coach who will guide them through the report so they can start their Leadership Development plan. They will also meet with the coach on a second and final occasion to complete the Leadership Development Plan.
  • Here is a link to the guide to interpreting the report:
    https://docs.google.com/a/linkedin.com/document/d/1PrhsfMlHZxUtj5LT01rPEfzHC_jSQJ37n0FedmG5scU/edit?usp=sharing
  • Sweet spot = existing strength that you want to take from good to great because it is useful to the business and you have an interest in developing it.
  • Look through the data and call out top strengths
  • Look through the data and call out any limiting weaknesses
  • Here is a link to the guide to interpreting the report:
    https://docs.google.com/a/linkedin.com/document/d/1PrhsfMlHZxUtj5LT01rPEfzHC_jSQJ37n0FedmG5scU/edit?usp=sharing
  • 109 Assessments = 25% of Leaders from each region

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