In this 360 feedback report, there is a combined feedback for groups or teams.

1. 1
360 Feedback – Sample Group Report
August 2015
The contents of the Report are based on the analysis of the feedback received by participants as part
of the online 360 degree feedback process conducted from May-July 2015 . The Report is intended
to support further people development planning in the Organization and should be read from that
perspective.

2. 2
Contents
Group 360 Report – Client
I. Introduction
A. Structure of the Report
B. Interpreting the Data provided
II. Overview
A. Responses Received
B. Competency-wise Scores
C. Top 3/ Bottom 3 Statements
III. Detailed Scores – by Competency
IV. Detailed Scores – by Relationship Levels
V. Detailed Scores – by Statements

3. 3
Section I: Introduction
Group 360 Report – Client
A. Structure of the Report
This report has been prepared by aggregating feedback inputs received from more than 600 responses to
the 360 feedback process conducted for 59 participants . The feedback was collected using a questionnaire
customized to the business context and competency framework of the organization and the entire survey
process was conducted online using the Think Talent Next 360 platform.
In aggregating these inputs, the focus has been on providing organization level trends which can be further
used by the HR and Learning teams in the Organization to bring greater focus into the development planning
process for this group of employees.
Section II provides, in addition to an analysis of the Respondent set, an overview of the group profile by
capturing the overall score for each competency covered as well as the top three and bottom three ranked
statements. By looking at the top and bottom rated competencies and statements, one can identify the
general themes in terms of perceived strengths and development gaps of the group.
Section III provides detailed aggregated scores for each competency covered in the Survey including
distribution of participants across score ranges as well as overall statement-wise scores for each statement
included under the competency in the Survey Questionnaire. Analysis of the data can provide further
insights into how the employees in the participant group are distributed – are most of the employees
perceived to be displaying average proficiency on the competency or is the distribution more spread-out?
Also, analysis of the statement-wise data can also point out if there are behaviours within that competency
which are indicating strength areas and gaps within the overall competency score.
Section IV provides the cut of the data based on relationship level of the respondents to the Participant and
provides into how Managers, Peers and Juniors rated the participants on various competencies.. Analysis of
this data can help identify more detailed understanding of the perspective of respondents in different
relationship groups i.e. differences between how managers of the participants, in general, view the
proficiency of their direct reports on a particular competency or behaviour and how the direct reports of the
participants view the same.
Section V provides the statement-wise detailed scores for each statement in the Questionnaire as well as
statement-wise data cut by relationship level. This can support more detailed behaviour-level analysis of the
data to identify behaviour-level strengths and gaps areas.
We hope that the detailed data inputs provided in this Report analysed in the context of the organization
development planning process will provide actionable insights to focus and structure the learning agenda for
the Organization.

4. 4
Section I: Introduction
Group 360 Report – Client
Given below are some inputs for you to interpret and analyze this Report more effectively.
1. Wherever statement-wise details have been provided, four sets of scores have been included
to illustrate the distribution of individual scores for the statement.
score of the participant with
the lowest score on that
statement.
score of the participant with
the highest score on that
statement.
The standard deviation represents the “spread” of the score around the mean – a
lower standard deviation score implying individual scores were clustered more
closely around the mean score while higher standard deviation score implying
individual scores were more spread out around the mean score
Average of all scores received
by participants on that
statement
2. Wherever competency-wise scores are provided (in Section III as well as Section IV), in addition
to the Min, Max and mean scores for the Competency, a chart providing distribution of scores is
included to illustrate further details of how scores of individual participants are distributed across
the range.
B. Interpreting the Data provided

5. 5
Section II: Overview
A. Responses Received
Given below are some key statistics regarding the responses received as part of the 360 degree
feedback survey exercise
Number of
responses
received
602
Number of
Participants for
whom Survey
conducted
59
% of survey
requests
completed
72% 10.2
Average No. of
responses
received per
participant
No. of Responses received/ Participant
* There were 14 employees who did
not complete their Self feedback
Survey
Managers
50
Peers
311 Juniors
196
Self
45*
No. of Responses by Relationship
Level
Group 360 Report – Client

6. 6
Section II: Overview
B. Competency-wise Scores
The Mean score for each competency provided below is the mean of the average score for that
competency for each participant including self-score of the Participant.
Group 360 Report – Client

7. 7
Section II - Overview
Top 3 Statements Min
Score
Max
Score
Mean
Score
Std.
Dev.
Treats colleagues with respect 3.10 4.92 4.24 0.47
Considers commercial impact before deciding on a
course of action
3.00 4.93 4.18 0.39
Puts organization above himself and his function /
department
3.00 4.86 4.17 0.40
Bottom 3 Statements Min
Score
Max
Score
Mean
Score
Std.
Dev.
Puts him/her in the others' shoes and is able to see
their viewpoint
2.45 4.77 3.57 0.47
Takes bold decisions in the larger organizational
interest, even if these be unpopular
2.50 4.56 3.69 0.45
Implements decisions taken in meetings even
though he may have disagreed with them
2.25 4.6 3.81 0.45
C. Top 3/ Bottom 3 Statements
The top 3 & bottom 3 statements presented below are the statements with the highest and lowest
mean scores respectively across all respondents to the Survey including participant themselves
Min and Max Scores for any statement are respectively the minimum and maximum average score
received by any participant for that statement across all relationship categories including self
Group 360 Report – Client

8. 8
Section III – Detailed Scores by Competency
People & Team
2.88
Mean Score for all
participants
3.97 0.38
Standard
Deviation
Minimum Score
for a Participant
4.61
Maximum Score
for a Participant
Bottom 3 Statements Min
Score
Max
Score
Mean
Score
Std.
Dev.
Attracts / inducts high quality talent 2.67 4.58 3.94 0.41
Sets clear stretch goals for team & demands high standards of
performance
2.92 4.79 4.08 0.43
Gives constructive and regular feedback to team members 2.85 4.67 3.96 0.44
Shares relevant information with team timely 2.92 4.75 3.99 0.42
Encourages team members to give their views and suggestions
openly
2.75 4.50 3.94 0.44
Is fair in evaluating team members' performance and in making
people related decisions
2.77 4.67 3.94 0.39
Provides opportunities for team members to enhance their skills
and capabilities
2.67 4.83 4.00 0.44
Acknowledges and recognises team members for their support
and contribution
2.89 4.71 4.02 0.41
Delegates effectively and empowers team members 2.08 4.64 3.90 0.50
Fosters a collaborative culture in team 2.56 4.67 4.00 0.47
Group 360 Report – Client

9. 9
Section III – Detailed Scores by Competency
Teamwork & Collaboration
3.06
Mean Score for all
participants
3.95 0.36
Standard
Deviation
Minimum Score
for a Participant
4.69
Maximum Score
for a Participant
Bottom 3 Statements Min
Score
Max
Score
Mean
Score
Std.
Dev.
Shares relevant information with peers and colleagues
timely
2.90 4.69 4.00 0.43
Implements decisions taken in meetings even though he
may have disagreed with them
2.25 4.60 3.81 0.45
Puts him/her in the others' shoes and is able to see their
viewpoint
2.45 4.77 3.57 0.47
Dissents constructively, openly and respectfully 2.89 4.64 3.89 0.40
Proactively reaches out to colleagues for support and advice 2.92 4.75 3.94 0.43
Puts organisation above himself and his function /
department
3.00 4.86 4.17 0.40
Treats colleagues with respect 3.10 4.92 4.24 0.47
Group 360 Report – Client

10. 10
Section III – Detailed Scores by Competency
Leadership
2.76
Mean Score for all
participants
3.91 0.40
Standard
Deviation
Minimum Score
for a Participant
4.71
Maximum Score
for a Participant
Bottom 3 Statements Min
Score
Max
Score
Mean
Score
Std.
Dev.
Communicates organisational / departmental vision and
objectives clearly and consistently
2.85 4.79 4.08 0.42
Inspires team to achieve organisational objectives 2.60 4.86 4.02 0.48
Encourages and challenges team to try innovative
approaches at work
2.70 4.73 3.92 0.47
Takes bold decisions in the larger organisational interest,
even if these be unpopular
2.50 4.56 3.69 0.45
Remains composed and calm under pressure 2.58 4.79 3.87 0.45
Is a role model in complying with company policies and
processes
2.50 4.79 3.84 0.51
Communicates organizational / departmental vision and
objectives clearly and consistently
2.85 4.79 4.08 0.42
Group 360 Report – Client

11. 11
Section III – Detailed Scores by Competency
Execution Excellence
2.99
Mean Score for all
participants
4.03 0.35
Standard
Deviation
Minimum Score
for a Participant
4.74
Maximum Score
for a Participant
Bottom 3 Statements Min
Score
Max
Score
Mean
Score
Std.
Dev.
Converts decisions and ideas into effective plans to achieve
outcomes
3.08 4.62 4.04 0.36
Executes projects / tasks to time, cost, safety and quality
standards
2.91 4.77 4.12 0.42
Strives to deliver on commitments despite time pressure or
difficulties
3.08 4.79 4.10 0.38
Holds him/herself accountable for results 2.63 4.79 3.89 0.46
Seeks constantly to improve ways of doings things 2.91 4.79 4.00 0.40
Communicates progress and highlights issues in time to
enable corrective actions
3.00 4.64 4.08 0.36
Anticipates challenges and risks and takes proactive
measures to deal with them
2.77 4.79 3.97 0.40
Group 360 Report – Client

12. 12
Section III – Detailed Scores by Competency
Commercial Acumen
2.95
Mean Score for all
participants
4.07 0.34
Standard
Deviation
Minimum Score
for a Participant
4.65
Maximum Score
for a Participant
Bottom 3 Statements Min
Score
Max
Score
Mean
Score
Std.
Dev.
Takes decisions which are cost-effective, while not
compromising on quality or time
3.08 4.75 4.04 0.34
Keeps himself updated on competitor actions and strategies 2.50 4.67 4.03 0.42
Calibrates company's actions to respond to competitor
moves
2.30 4.58 3.96 0.41
Seeks ways to use resources efficiently and optimally 3.00 4.71 4.07 0.41
Takes advantage of opportunities to improve company's
competitive position
3.00 4.64 4.11 0.38
Considers commercial impact before deciding on a course
of action
3.00 4.93 4.18 0.39
Group 360 Report – Client

13. 13
Section III – Detailed Scores by Competency
Relationships
2.90
Mean Score for all
participants
4.16 0.39
Standard
Deviation
Minimum Score
for a Participant
4.93
Maximum Score
for a Participant
Bottom 3 Statements Min
Score
Max
Score
Mean
Score
Std.
Dev.
Sustains relationships with internal and external
stakeholders
3.00 4.88 4.17 0.41
Leverages relationships with external stakeholders, in
compliance with company's processes and policies, to
achieve business outcomes
2.90 4.75 4.13 0.40
Group 360 Report – Client

14. 14
Section IV – Detailed Scores by Relationship Level
Managers
Competency-based Scores Min
Score
Max
Score
Mean
Score
Std.
Dev.
Leadership 1.20 4.83 3.68 0.80
Execution Excellence 1.43 5.00 3.67 0.80
Commercial Acumen 1.67 4.83 3.71 0.73
Relationships 1.00 5.00 3.84 0.83
People & Team 1.50 4.90 3.67 0.78
Teamwork & Collaboration 1.00 4.86 3.78 0.79
Leadership Execution Excellence
Commercial Acumen Relationships
People & Team Teamwork & Collaboration
Group 360 Report – Client

15. 15
Section IV – Detailed Scores by Relationship Level
Peers
Competency-based Scores Min
Score
Max
Score
Mean
Score
Std.
Dev.
Leadership 2.17 4.87 3.68 0.53
Execution Excellence 2.43 4.89 3.80 0.50
Commercial Acumen 2.28 4.77 3.87 0.49
Relationships 2.10 5.00 3.99 0.59
People & Team 2.43 4.74 3.76 0.48
Teamwork & Collaboration 2.50 4.84 3.78 0.48
Leadership Execution Excellence
Commercial Acumen Relationships
People & Team Teamwork & Collaboration
Group 360 Report – Client

16. 16
Section IV – Detailed Scores by Relationship Level
Juniors
Competency-based Scores Min
Score
Max
Score
Mean
Score
Std.
Dev.
Leadership 2.12 5.00 4.21 0.64
Execution Excellence 2.74 5.00 4.40 0.53
Commercial Acumen 2.55 5.00 4.40 0.51
Relationships 1.50 5.00 4.30 0.79
People & Team 2.30 5.00 4.22 0.66
Teamwork & Collaboration 2.52 4.90 4.14 0.63
Leadership Execution Excellence
Commercial Acumen Relationships
People & Team Teamwork & Collaboration
Group 360 Report – Client

17. 17
Section V – Detailed Scores by Statements
Statement-wise Scores - Overall
Statement Min
Score
Max
Score
Mean
Score
Std.
Dev.
People and Team
Attracts / inducts high quality talent 2.67 4.58 3.94 0.41
Sets clear stretch goals for team & demands high standards of
performance
2.92 4.79 4.08 0.43
Gives constructive and regular feedback to team members 2.85 4.67 3.96 0.44
Shares relevant information with team timely 2.92 4.75 3.99 0.42
Encourages team members to give their views and suggestions openly 2.75 4.50 3.94 0.44
Is fair in evaluating team members' performance and in making people
related decisions
2.77 4.67 3.94 0.39
Provides opportunities for team members to enhance their skills and
capabilities
2.67 4.83 4.00 0.44
Acknowledges and recognizes team members for their support and
contribution
2.89 4.71 4.02 0.41
Delegates effectively and empowers team members 2.08 4.64 3.90 0.50
Fosters a collaborative culture in team 2.56 4.67 4.00 0.47
Team Work and Collaboration
Shares relevant information with peers and colleagues timely 2.90 4.69 4.00 0.43
Implements decisions taken in meetings even though he may have
disagreed with them
2.25 4.60 3.81 0.45
Puts him/her in the others' shoes and is able to see their viewpoint 2.45 4.77 3.57 0.47
Dissents constructively, openly and respectfully 2.89 4.64 3.89 0.40
Proactively reaches out to colleagues for support and advice 2.92 4.75 3.94 0.43
Puts organization above himself and his function / department 3.00 4.86 4.17 0.40
Treats colleagues with respect 3.10 4.92 4.24 0.47
Execution Excellence
Converts decisions and ideas into effective plans to achieve outcomes 3.08 4.62 4.04 0.36
Executes projects / tasks to time, cost, safety and quality standards 2.91 4.77 4.12 0.42
Strives to deliver on commitments despite time pressure or difficulties 3.08 4.79 4.10 0.38
Group 360 Report – Client

18. 18
Section V – Detailed Scores by Statements
Statement-wise Scores - Overall
Statement Min
Score
Max
Score
Mean
Score
Std.
Dev.
Execution Excellence
Holds him/herself accountable for results 2.63 4.79 3.89 0.46
Seeks constantly to improve ways of doings things 2.91 4.79 4.00 0.40
Communicates progress and highlights issues in time to enable
corrective actions
3.00 4.64 4.08 0.36
Anticipates challenges and risks and takes proactive measures to deal
with them
2.77 4.79 3.97 0.40
Commercial Acumen
Takes decisions which are cost-effective, while not compromising on
quality or time
3.08 4.75 4.04 0.34
Keeps himself updated on competitor actions and strategies 2.50 4.67 4.03 0.42
Calibrates company's actions to respond to competitor moves 2.30 4.58 3.96 0.41
Seeks ways to use resources efficiently and optimally 3.00 4.71 4.07 0.41
Takes advantage of opportunities to improve company's competitive
position
3.00 4.64 4.11 0.38
Considers commercial impact before deciding on a course of action 3.00 4.93 4.18 0.39
Relationships
Sustains relationships with internal and external stakeholders 3.00 4.88 4.17 0.41
Leverages relationships with external stakeholders, in compliance with
company's processes and policies, to achieve business outcomes
2.90 4.75 4.13 0.40
Leadership
Communicates organisational / departmental vision and objectives
clearly and consistently
2.85 4.79 4.08 0.42
Inspires team to achieve organisational objectives 2.60 4.86 4.02 0.48
Encourages and challenges team to try innovative approaches at work 2.70 4.73 3.92 0.47
Takes bold decisions in the larger organisational interest, even if these
be unpopular
2.50 4.56 3.69 0.45
Remains composed and calm under pressure 2.58 4.79 3.87 0.45
Is a role model in complying with company policies and processes 2.50 4.79 3.84 0.51
Group 360 Report – Client

19. 19
Section V – Detailed Scores by Statements
Statement-wise Scores - Managers
Statement Min
Score
Max
Score
Mean
Score
Std.
Dev.
People and Team
Attracts / inducts high quality talent 1.00 5.00 3.30 0.98
Sets clear stretch goals for team & demands high standards of
performance
1.00 5.00 3.71 0.82
Gives constructive and regular feedback to team members 1.00 5.00 3.75 0.92
Shares relevant information with team timely 2.00 5.00 3.77 0.88
Encourages team members to give their views and suggestions openly 1.00 5.00 3.59 1.02
Is fair in evaluating team members' performance and in making people
related decisions
1.00 5.00 3.73 0.95
Provides opportunities for team members to enhance their skills and
capabilities
1.00 5.00 3.77 0.84
Acknowledges and recognizes team members for their support and
contribution
2.00 5.00 3.92 0.79
Delegates effectively and empowers team members 1.00 5.00 3.61 0.98
Fosters a collaborative culture in team 1.00 5.00 4.00 0.98
Team Work and Collaboration
Shares relevant information with peers and colleagues timely 1.00 5.00 3.78 0.91
Implements decisions taken in meetings even though he may have
disagreed with them
1.00 5.00 3.80 1.02
Puts him/her in the others' shoes and is able to see their viewpoint 1.00 5.00 3.53 0.88
Dissents constructively, openly and respectfully 1.00 5.00 3.54 0.92
Proactively reaches out to colleagues for support and advice 1.00 5.00 3.70 0.99
Puts organization above himself and his function / department 1.00 5.00 4.09 0.94
Treats colleagues with respect 1.00 5.00 4.04 1.08
Execution Excellence
Converts decisions and ideas into effective plans to achieve outcomes 2.00 5.00 3.68 0.79
Executes projects / tasks to time, cost, safety and quality standards 1.00 5.00 3.63 0.91
Strives to deliver on commitments despite time pressure or difficulties 1.00 5.00 3.74 0.98
Group 360 Report – Client

20. 20
Section V – Detailed Scores by Statements
Statement-wise Scores - Managers
Statement Min
Score
Max
Score
Mean
Score
Std.
Dev.
Execution Excellence
Holds him/herself accountable for results 1.00 5.00 3.57 0.93
Seeks constantly to improve ways of doings things 1.00 5.00 3.62 0.98
Communicates progress and highlights issues in time to enable
corrective actions
2.00 5.00 3.78 0.76
Anticipates challenges and risks and takes proactive measures to deal
with them
1.00 5.00 3.69 0.93
Commercial Acumen
Takes decisions which are cost-effective, while not compromising on
quality or time
2.00 5.00 3.78 0.78
Keeps himself updated on competitor actions and strategies 1.00 5.00 3.67 0.88
Calibrates company's actions to respond to competitor moves 1.00 5.00 3.59 0.88
Seeks ways to use resources efficiently and optimally 2.00 5.00 3.71 0.77
Takes advantage of opportunities to improve company's competitive
position
2.00 5.00 3.84 0.82
Considers commercial impact before deciding on a course of action 2.00 5.00 3.80 0.89
Relationships
Sustains relationships with internal and external stakeholders 1.00 5.00 3.97 0.90
Leverages relationships with external stakeholders, in compliance with
company's processes and policies, to achieve business outcomes
1.00 5.00 3.90 0.92
Leadership
Communicates organisational / departmental vision and objectives
clearly and consistently
2.00 5.00 3.97 0.77
Inspires team to achieve organisational objectives 1.00 5.00 3.84 0.98
Encourages and challenges team to try innovative approaches at work 1.00 5.00 3.60 0.95
Takes bold decisions in the larger organisational interest, even if these
be unpopular
1.00 5.00 3.36 0.77
Remains composed and calm under pressure 1.00 5.00 3.55 1.05
Is a role model in complying with company policies and processes 1.00 5.00 3.75 1.07
Group 360 Report – Client

21. 21
Section V – Detailed Scores by Statements
Statement-wise Scores - Peers
Statement Min
Score
Max
Score
Mean
Score
Std.
Dev.
People and Team
Attracts / inducts high quality talent 1.75 4.60 3.65 0.59
Sets clear stretch goals for team & demands high standards of
performance
2.29 4.80 3.89 0.55
Gives constructive and regular feedback to team members 2.43 5.00 3.71 0.58
Shares relevant information with team timely 2.33 4.80 3.74 0.54
Encourages team members to give their views and suggestions openly 2.00 4.67 3.73 0.53
Is fair in evaluating team members' performance and in making people
related decisions
2.25 4.67 3.77 0.52
Provides opportunities for team members to enhance their skills and
capabilities
2.33 5.00 3.75 0.56
Acknowledges and recognizes team members for their support and
contribution
2.00 4.80 3.81 0.50
Delegates effectively and empowers team members 2.00 5.00 3.70 0.59
Fosters a collaborative culture in team 2.29 4.60 3.80 0.56
Team Work and Collaboration
Shares relevant information with peers and colleagues timely 2.50 4.80 3.83 0.54
Implements decisions taken in meetings even though he may have
disagreed with them
2.50 4.80 3.76 0.55
Puts him/her in the others' shoes and is able to see their viewpoint 2.00 5.00 3.41 0.55
Dissents constructively, openly and respectfully 2.00 4.67 3.77 0.57
Proactively reaches out to colleagues for support and advice 2.25 4.80 3.72 0.55
Puts organization above himself and his function / department 2.43 5.00 3.91 0.57
Treats colleagues with respect 2.50 5.00 4.04 0.60
Execution Excellence
Converts decisions and ideas into effective plans to achieve outcomes 2.50 4.80 3.83 0.49
Executes projects / tasks to time, cost, safety and quality standards 2.50 5.00 3.90 0.54
Strives to deliver on commitments despite time pressure or difficulties 2.50 5.00 3.90 0.52
Group 360 Report – Client

22. 22
Section V – Detailed Scores by Statements
Statement-wise Scores - Peers
Statement Min
Score
Max
Score
Mean
Score
Std.
Dev.
Execution Excellence
Holds him/herself accountable for results 1.50 5.00 3.63 0.69
Seeks constantly to improve ways of doings things 2.00 4.80 3.72 0.55
Communicates progress and highlights issues in time to enable
corrective actions
2.75 4.80 3.86 0.49
Anticipates challenges and risks and takes proactive measures to deal
with them
2.00 4.80 3.70 0.62
Commercial Acumen
Takes decisions which are cost-effective, while not compromising on
quality or time
2.29 4.80 3.83 0.50
Keeps himself updated on competitor actions and strategies 2.00 4.75 3.82 0.60
Calibrates company's actions to respond to competitor moves 2.17 4.80 3.81 0.58
Seeks ways to use resources efficiently and optimally 2.43 4.80 3.84 0.51
Takes advantage of opportunities to improve company's competitive
position
2.25 5.00 3.86 0.58
Considers commercial impact before deciding on a course of action 2.43 5.00 4.00 0.54
Relationships
Sustains relationships with internal and external stakeholders 2.33 5.00 3.97 0.57
Leverages relationships with external stakeholders, in compliance with
company's processes and policies, to achieve business outcomes
2.50 5.00 3.98 0.54
Leadership
Communicates organisational / departmental vision and objectives
clearly and consistently
2.29 5.00 3.86 0.53
Inspires team to achieve organisational objectives 2.14 5.00 3.76 0.62
Encourages and challenges team to try innovative approaches at work 2.00 4.80 3.66 0.59
Takes bold decisions in the larger organisational interest, even if these
be unpopular
1.50 4.75 3.46 0.61
Remains composed and calm under pressure 1.75 4.80 3.74 0.58
Is a role model in complying with company policies and processes 1.57 5.00 3.53 0.70
Group 360 Report – Client

23. 23
Section V – Detailed Scores by Statements
Statement-wise Scores - Juniors
Statement Min
Score
Max
Score
Mean
Score
Std.
Dev.
People and Team
Attracts / inducts high quality talent 2.60 5.00 4.45 0.60
Sets clear stretch goals for team & demands high standards of
performance
2.80 5.00 4.45 0.58
Gives constructive and regular feedback to team members 2.40 5.00 4.29 0.66
Shares relevant information with team timely 1.00 5.00 4.24 0.85
Encourages team members to give their views and suggestions openly 1.00 5.00 4.18 0.95
Is fair in evaluating team members' performance and in making people
related decisions
1.00 5.00 4.05 0.83
Provides opportunities for team members to enhance their skills and
capabilities
1.00 5.00 4.29 0.79
Acknowledges and recognizes team members for their support and
contribution
1.50 5.00 4.16 0.84
Delegates effectively and empowers team members 1.50 5.00 4.15 0.81
Fosters a collaborative culture in team 1.67 5.00 4.08 0.83
Team Work & Collaboration
Shares relevant information with peers and colleagues timely 1.00 5.00 4.21 0.82
Implements decisions taken in meetings even though he may have
disagreed with them
1.00 5.00 3.74 0.98
Puts him/her in the others' shoes and is able to see their viewpoint 1.00 5.00 3.70 0.90
Dissents constructively, openly and respectfully 1.00 5.00 4.06 0.82
Proactively reaches out to colleagues for support and advice 2.00 5.00 4.19 0.81
Puts organization above himself and his function / department 2.40 5.00 4.52 0.61
Treats colleagues with respect 2.00 5.00 4.46 0.73
Execution Excellence
Converts decisions and ideas into effective plans to achieve outcomes 2.80 5.00 4.46 0.55
Executes projects / tasks to time, cost, safety and quality standards 2.60 5.00 4.53 0.57
Strives to deliver on commitments despite time pressure or difficulties 3.00 5.00 4.45 0.57
Group 360 Report – Client

24. 24
Section V – Detailed Scores by Statements
Statement-wise Scores - Juniors
Statement Min
Score
Max
Score
Mean
Score
Std.
Dev.
Execution Excellence
Holds him/herself accountable for results 2.00 5.00 4.17 0.75
Seeks constantly to improve ways of doings things 2.50 5.00 4.39 0.66
Communicates progress and highlights issues in time to enable
corrective actions
2.80 5.00 4.42 0.61
Anticipates challenges and risks and takes proactive measures to deal
with them
2.40 5.00 4.39 0.56
Commercial Acumen
Takes decisions which are cost-effective, while not compromising on
quality or time
2.50 5.00 4.36 0.60
Keeps himself updated on competitor actions and strategies 2.20 5.00 4.41 0.60
Calibrates company's actions to respond to competitor moves 1.50 5.00 4.17 0.68
Seeks ways to use resources efficiently and optimally 2.33 5.00 4.46 0.62
Takes advantage of opportunities to improve company's competitive
position
2.80 5.00 4.47 0.58
Considers commercial impact before deciding on a course of action 2.80 5.00 4.52 0.48
Relationships
Sustains relationships with internal and external stakeholders 2.00 5.00 4.36 0.78
Leverages relationships with external stakeholders, in compliance with
company's processes and policies, to achieve business outcomes
1.00 5.00 4.25 0.83
Leadership
Communicates organisational / departmental vision and objectives
clearly and consistently
2.00 5.00 4.34 0.69
Inspires team to achieve organisational objectives 2.00 5.00 4.31 0.76
Encourages and challenges team to try innovative approaches at work 1.00 5.00 4.26 0.80
Takes bold decisions in the larger organisational interest, even if these
be unpopular
2.80 5.00 4.08 0.63
Remains composed and calm under pressure 1.00 5.00 4.05 0.77
Is a role model in complying with company policies and processes 1.50 5.00 4.20 0.76
Group 360 Report – Client

25. 25
Mumbai
1006, Atrium II,
Courtyard Marriot Hotel
Compound,
Andheri Kurla Road, Mumbai
Ph: +91-9866568620
Bangalore
1568, 1st Sector, Outer Ring
Road,
HSR Layout, Bangalore – 560
102
Phone: +91 80 64006888
Hyderabad
301, 2nd Floor, Vaishno Kuteer,
Puppalguda, Manikonda
Hyderabad
Phone: +91 90400 84006
Pune
102,Quartz,Niyati Empire ,
Kharadi , Pune
Phone: +91 7774009961
Our Coordinates
Our Website :
www.thinktalentindia.com
E-mail :
info@thinktalentindia.com
Corporate Office
Think Talent Services Private Limited
501, Spaze I Tech Park, Tower A
Sohna Road, Sector 49, Gurgaon,
Haryana 122018
Phone:+91-124-4201824