Leadership Effectiveness 360°...'blind spot' or an area you can focus on for specific improvement....

Sample SimonConfidential Feedback Report

Leadership Effectiveness 360°Feedback Report

Prepared by: Perspectives 360˚, James Joerger, Ed.D

This page is left blank to accomodate duplex printing of this report.

Leadership Effectiveness 360˚ Report 51828 page© 2005 STAR

How to Read the Graphs

Strategic Leadership

Effective Liasion

Increases Staff and Unit Capacities

Empowers Staff

Delegates

Motivates/Inspires

Provides Effective Feedback

Goal Oriented/Decisive

Learner

Personal Balance

Expert Communication Skills

Creates Environment of Respect/Trust

Innovative Thinking

Innovative Action/Quality Orientation

Manages a Changing Environment

Team Work

Communications Practices

Comments

Table of Contents and Response Rates

Your report contains feedback

from the following participants:

BossSelfPeersEmployeesOverall

1

1

6

5

12

Leadership Effectiveness 360˚ Report 51828 page© 2005 STAR 2

14

15

16

17

18

19

20

21

22

23

24

25

26

27

28

29

30

31

32

Number of Respondents by Group 2

What's In Your Report 3

Competency Summaries:Self and Respondent Groups 4 -5Top and Bottom 3 by Respondent Group 6

Strengths and Developmental Opportunities:Strengths 8Developmental Opportunities 9Hidden Strengths 10Blind Spots 11

Detailed Feedback Results:

5-67

91011

12

Definitions and Calculations:Report Section:

Your multi-rater feedback report is broken into three sections.Each section is designed to present your results from a differentperspective, in a way that assists you in your personaldevelopment. Here is a summary of each section:

Competency Summary Results

The survey questions are organized into groups calledcompetencies. The scores for all questions in a competency areaveraged to produce an overall competency score.

This section presents your competency scores from variousperspectives:

- your scores compared to those given by your manager;- your scores compared to those from other rater groups; and- your competencies given the highest scores.

Strengths and Developmental Opportunities

When you receive high scores in a specific area, that area canbe considered a strength. Also, when others give you scoreshigher than you give yourself, that area can be a hiddenstrength. It is referred to as ‘hidden’ because you may not beaware that others believe you are strong in that area.

Conversely, low scores represent opportunities for you todevelop your skills in a specific area. In addition, when othersgive you scores lower than you give yourself, you may have a'blind spot' or an area you can focus on for specificimprovement.

This section lists strengths, hidden strengths, developmentalopportunities and blind spots.

Question and Competency Details

Each page in this section is organized by competency. At thetop of each page are the overall competency results. Theresults for each question included in the competency are listedon the bottom portion of the page.

The detail for each question and competency includes:- average score by rater group and overall- gap by rater group and overall- ranking by rater group and overall

Respondent Group:

A group of respondents who have the same relationship to you, for

example – peers, direct reports.

Overall Score:

The average of all responses, excluding those from ‘self’, for a

question or competency.

Strength:

The competencies and questions for which you received the highest

scores.

Hidden Strength:

Questions and competencies where you gave yourself

lower scores than other respondents gave you.

Developmental Opportunity:

The competencies and questions for which you received the lowest

scores.

Blind Spot:

Questions and competencies where you gave yourself higher scores

than other respondents gave you.

Score:

The average of all responses for a specific respondent group for a

specific question or competency.

Gap:

The difference between your score and the scores from a

respondent group or the overall score. Negative gaps indicate that

you scored yourself higher than you were scored.

Rank:

The rank minus one indicates the number of questions or

competencies that received higher scores. For example, a rank of

48 indicates that 47 questions received higher scores. A rank of 1 is

the highest ranking possible.


In the following four pages, you will find your feedback competency scores summarized by rater group,

and by rank.

Competency Summary Results

- The chart on page 5 summarizes and compares the competency scores for self and yoursupervisor.

- The chart on page 6 summarizes and compares the competency scores for self and allother rater groups except your supervisor.

- The table on page 7 lists the three competencies given the highest and lowest scores byeach rater group.


Competency Scores - Self and Boss Sample SImon


Str

ate

gic

Leaders

hip

Effective L

iais

on

Incre

ases S

taff a

nd U

nit C

apacitie

s

Em

pow

ers

Sta

ff

Dele

gate

s

Motivate

s/Inspires

Pro

vid

es E

ffective F

eedback

Goal O

riente

d/D

ecis

ive

Learn

er

Pers

onal B

ala

nce

Expert

Com

munic

ation S

kill

s

Cre

ate

s E

nvironm

ent

of

Respect/T

rust

Innovative T

hin

kin

g

Innovative A

ction/Q

ualit

y O

rienta

tion

Manages A

Changin

g E

nvironm

ent

Team

Work

Com

munic

ations P

ractices

0

1

2

3

4

5

RG1 CRS RG2 CRSBoss Self

5

1 = Ineffective 2 = Less Effective 3 = Effective 4 = Very Effective 5 = Highly Effective

Sample SimonCompetency Scores - Self and Respondent Groups Except Boss


P

P

P

P P

P

P

PP P P

P

P

P P

PP

Str

ate

gic

Leaders

hip

Effective L

iais

on

Incre

ases S

taff a

nd U

nit C

apacitie

s

Em

pow

ers

Sta

ff

Dele

gate

s

Motivate

s/Inspires

Pro

vid

es E

ffective F

eedback

Goal O

riente

d/D

ecis

ive

Learn

er

Pers

onal B

ala

nce

Expert

Com

munic

ation S

kill

s

Cre

ate

s E

nvironm

ent

of

Respect/T

rust

Innovative T

hin

kin

g

Innovative A

ction/Q

ualit

y O

rienta

tion

Manages A

Changin

g E

nvironm

ent

Team

Work

Com

munic

ations P

ractices

0

1

2

3

4

5

RG2 CRS copy RG3 CRS RG4 CRS P RG5 CRS

6

1 = Never 2 = Rarely 3 = Sometimes 4 = Frequently 5 = Always

Self Peers Direct Reports Overall

Sample SimonThree Highest and Lowest Competency Scores by Rater Group


4.0

3.8

3.8

4.0

4.0

4.0

3.0

2.8

2.7

4.2

4.1

4.0

3.4

3.3

3.3

Boss

Empowers Staff

Team Work


Self

Team Work

Innovative Thinking


Peers


Empowers Staff

Team Work

Employees


Effective Liaison

Team Work

Overall


Team Work

Empowers Staff

2.8

3.0

3.0

2.5

3.0

3.3

1.8

1.8

1.9

3.3

3.5

3.5

2.6

2.7

2.7

Boss

Motivates/Inspires



Self



Motivates/Inspires

Peers


Motivates/Inspires


Employees



Empowers Staff

Overall



Motivates/Inspires

Three Highest Competency Scores Three Lowest Competency Scores

7

In the following four pages, you will find lists of competencies and questions respondents identified as

strengths and developmental opportunities. Each table also includes an overall perspective that

includes results from all respondents except yourself.

- The table on page 9 identifies those questions (and associated competencies) considered to

be strengths because they received the highest score.


be developmental opportunities because they received the lowest score.


be hidden strengths because others gave you higher scores than you gave yourself and

the questions have the greatest positive gap between your scores and scores from

others.


be potential 'blind spots' because you gave yourself higher scores than others gave you

and the questions have the greatest negative gap between your scores and scores from

others.

Strengths and Developmental Opportunities


Self

Learner

Effective Liaison

Effective Liaison

Effective Liaison


Employees



Effective Liaison

Effective Liaison


Boss

Effective Liaison

Effective Liaison

Empowers Staff

Empowers Staff

Empowers Staff

Peers



Innovative Thinking


Empowers Staff

Sample SimonGreatest Strengths


These items are identified as strengths because they received the highest overall scores from each respondent group.

9

5. Effectively represents the needs of my department to my manager(s)

7. Encourages staff to work effectively with other groups

13. Directly involves staff in setting goals and milestones

14. Provides staff with the direction, support and resources they need to effectively

do their work

15. Encourages staff to build their capacities by learning from

their mistakes

48. Displays integrity when dealing with others

45. Provides an atmosphere of trust

50. Seeks to understand rather than judge other people's opinions

43. Listens effectively

15. Encourages staff to build their capacities by learning from

their mistakes

35. Freely admits to making a mistake or error



8. Creates positive relationships with other work teams in the

organization

11. Actively helps staff increase their skills and knowledge

27. Regularly provides positive feedback

28. Uses straight talk in addressing problems


8. Creates positive relationships with other work teams in theorganization

46. Is "open" and "upfront" with others

1

2

3

4

5

Motivates/Inspires





Overall

Boss

Sample SImonGreatest Developmental Opportunities

These items are identified as development needs because they received the lowest overall scores from each respondent group.

1

2

3

4

5




Empowers Staff


Overall

Employees


1

2

3

4

5




Personal Balance

Learner

Overall

Peers

1

2

3

4

5

Learner





Overall

Self

33. Actively pursues learning opportunities for personal/professional

development

4. Takes responsibility to set future direction consistent with

marketplace realities

3. Prioritizes activities that yield the greatest results and moves the organization

forward

68. Works for win-win outcomes in conflict

67. Facilitates compromise on difficult issues

47. Is consistent in his/her behavior (do what I say I will do)

44. Communicates effectively in group settings

31. Follows through on plans consistently and without delay

14. Provides staff with the direction, support and resources they need to effectively

do their work

12. Provides time and opportunities for staff to gain and practice

skills

21. Communicates vision in a way that inspires others



66. Encourages staff to honestly express their opinions to each other

65. Helps team members constructively resolve differences among

each other

53. Creates conditions for individuals to develop and test new ideas

10. Helps staff prepare for career opportunities

54. Often implements new ways of doing things, even those that involve

risk

39. Seems rested and has plenty of energy for work


Hidden Strengths Based on Overall Scores Sample SImonA hidden strength is defined as a skill or competency where others scored you much higher than you scored yourself. The difference in scores mayindicate that you may not realize how others perceive your skills in these areas.

Question Self Overall Competency

2.0

2.0

2.0

3.0

3.0

3.0

3.0

3.0

3.0

3.0

2.7

2.7

2.6

3.5

3.3

3.3

3.2

3.2

3.2

3.1



Learner


Effective Liaison



Delegates





3. Prioritizes activities that yield the greatest results and moves the organization

forward


development


6. Has a collaborative relationship with peers



19. Delegates challenging work assignments

2. Speaks knowledgeably and often about the organization's values

and mission

29. Regularly achieves my work goals

11Leadership Effectiveness 360˚ Report 51828 page© 2005 STAR

Question Self Overall Competency

Blind Spots Based on Overall Scores Sample SImon

5.0

4.0

4.0

4.0

4.0

4.0

4.0

4.0

4.0

4.0

3.3

2.6

2.6

2.7

2.7

2.7

2.8

2.8

2.8

2.9

Learner


Increases Staff and Unit

Capacities


Innovative Thinking

Increases Staff and Unit

Capacities

Manages A Changing

Manages A Changing


Motivates/Inspires


32. Faces up to difficult decisions rather than avoiding them


skills

26. Addresses tough issues with others

49. Actively seeks new ideas and better ways of doing things


58. Communicates the reasons for change

59. Informs others in advance of upcoming changes


22. Explains the purpose and/or importance of the work to be done when giving assignments

to others

A blind spot is defined as a skill or competency where you scored yourself much higher than others scored you. The difference in scores may indicatethat you may not realize how people perceive your skills in these areas.


In the following pages, you will find a summary of the scores for each competency at the top of each

page. Below each competency summary, you will find the feedback results for eachquestion that is

included in the competency.

Question and Competency Details


question that is

The small graphs at the bottom of each page are the question graphs that make up the competency

4.0

3.5

2.5

4.0

3.2

0.0

-0.5

-1.5

0.0

-0.8

6

3

11

6

8

0 1 2 3 4 5

Boss

Self

Peers

Employees

Overall

Score Gap Rank

26. This person distributes opportunities to people regardless of ethnic background,

gender, or other attributes not related to performance.

0 1 2 3 4 5

Boss

Self

Peers

Employees

Overall

4.05.0

2.74.53.7

0.01.0

-1.30.5-0.3

101

2829

Score Gap Rank

Respondent

group labels

Text of

question

Bars represent group score Scale labels also apply

to the question graphs

Score is the average of all responses for

a specific respondent group.

Gap is the difference between your score

and the score of a respondent group. Ifthe gap is negative you scored yourselfhigher than the respondent group score.

Rank minus one indicates the number of

questions or practices that received higherscores. A rank of 48 indicates that 47questions received higher scores. A rankof 1 is the highest score possible.

The large graph at the top of each page is the competency graph

Strongly Disagree Slightly Agree StronglyDisagree Disagree Agree

© 2003 STAR Legacy Health Systems - Leadership 360˚ Report page 13

How to Read the Detail GraphsHow to Read the Detail Graphs

14Leadership Effectiveness 360˚ Report 51828 page© 2005 STAR

Specific question results:

1. Continually works from the big picture (the future of the business)

3. Prioritizes activities that yield the greatest results and moves the organizationforward

2. Speaks knowledgeably and often about the organization's values

and mission




Sample SImon

15

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.0

2.5

2.1

3.6

2.8

0.5

0.0

-0.4

1.1

0.3

16

17

11

12

12

Score Gap Rank

Overall

Employees

Peers

SelfBoss

0 1 2 3 4 5

Overall

Employees

PeersSelf

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.03.02.03.42.7

3.02.02.03.42.7

0.00.0-1.00.4-0.3

1.00.00.01.40.7

1737415256

1766415251

Score Gap Rank

3.03.02.54.03.2

3.02.01.83.62.7

0.00.0-0.51.00.2

1.00.0-0.21.60.7

173722723

1766563251

Score Gap Rank





6. Has a collaborative relationship with peers

8. Creates positive relationships with other work teams in theorganization


Sample SImon

16

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.5

3.8

2.4

4.1

3.2

-0.3

0.0

-1.3

0.4

-0.5

6

5

7

2

4

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

Peers

SelfBoss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

4.04.01.84.03.0

4.04.02.74.23.4

0.00.0-2.30.0-1.0

0.00.0-1.30.2-0.6

1258733

121634

Score Gap Rank

3.03.02.84.03.3

3.04.02.24.23.1

0.00.0-0.21.00.3

-1.00.0-1.80.2-0.9

17378711

17238330

Score Gap Rank

Effective Liaison



Sample SImon

17

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.0

3.5

1.9

3.3

2.6

-0.5

0.0

-1.6

-0.3

-0.9

15

12

15

17

17

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

EmployeesPeers

Self

Boss

0 1 2 3 4 5

OverallEmployees

Peers

Self

Boss

0 1 2 3 4 5

3.03.02.03.22.6

3.04.02.03.42.7

0.00.0-1.00.2-0.4

-1.00.0-2.0-0.6-1.3

1737416260

172415251

Score Gap Rank

3.03.01.53.22.5

3.04.02.03.22.6

0.00.0-1.50.2-0.5

-1.00.0-2.0-0.8-1.4

1737676265

172416260

Score Gap Rank


9. Creates and fosters a learning environment


10. Helps staff prepare for career opportunities


skills


13. Directly involves staff in setting goals and milestones

15. Encourages staff to build their capacities by learning fromtheir mistakes

14. Provides staff with the direction, support and resources they need to

do their work

16. Involves staff in decisions that directly affect their work


Sample SImon

18

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

4.0

4.0

2.8

3.5

3.3

0.0

0.0

-1.2

-0.5

-0.7

1

4

2

15

3

Score Gap Rank

Overall

Employees

Peers

SelfBoss

0 1 2 3 4 5

Overall

Employees

PeersSelf

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

4.04.02.83.63.3

4.04.03.03.63.4

0.00.0-1.3-0.4-0.7

0.00.0-1.0-0.4-0.6

12143215

125328

Score Gap Rank

4.04.02.63.23.0

4.04.03.03.63.4

0.00.0-1.4-0.8-1.0

0.00.0-1.0-0.4-0.6

12196233

125327

Score Gap Rank

Empowers Staff


17. Sets clear goals and expected results (I.e. specific requirements, deadlines)

but gives individuals the freedom to adopt their own approach

19. Delegates challenging work assignments

18. Communicates high standards for staff performance

20. Sets realistic expectations for work accomplishment


Sample SImon

19

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.5

3.5

2.5

3.8

3.2

0.0

0.0

-1.0

0.3

-0.3

5

11

6

6

5

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

EmployeesPeers

Self

Boss

0 1 2 3 4 5

OverallEmployees

Peers

Self

Boss

0 1 2 3 4 5

3.04.02.54.03.3

4.03.02.63.63.2

-1.00.0-1.50.0-0.7

1.00.0-0.40.60.2

17222715

137193220

Score Gap Rank

3.03.02.53.83.1

4.04.02.43.83.2

0.00.0-0.50.80.1

0.00.0-1.6-0.2-0.8

1737221930

12291920

Score Gap Rank

Delegates


21. Communicates vision in a way that inspires others

23. Is an effective model of productive and quality work

22. Explains the purpose and/or importance of the work to be done

to others

24. Generates staff commitment to new projects


Sample SImon

20

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

2.8

3.3

1.8

3.7

2.7

-0.5

0.0

-1.4

0.4

-0.5

17

15

16

9

15

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5Overall

EmployeesPeers

Self

Boss

0 1 2 3 4 5

2.03.01.73.62.5

-1.00.0-1.30.6-0.5

6837603265

Score Gap Rank

3.04.01.83.82.9

3.03.02.23.83.0

-1.00.0-2.3-0.2-1.1

0.00.0-0.80.80.0

172581940

1737351933

Score Gap Rank

Motivates/Inspires

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.03.01.73.42.5

0.00.0-1.30.4-0.5

1737605265 Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5


25. Provides useful and constructive feedback


26. Addresses tough issues with others



Sample SImon

21

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.0

3.5

2.1

4.2

3.1

-0.5

0.0

-1.4

0.7

-0.4

14

10

10

1

7

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

EmployeesPeers

Self

Boss

0 1 2 3 4 5

OverallEmployees

Peers

Self

Boss

0 1 2 3 4 5

3.04.02.34.03.1

3.03.02.54.43.5

-1.00.0-1.70.0-0.9

0.00.0-0.51.40.5

17231730

17372213

Score Gap Rank

3.04.01.73.82.7

3.03.02.04.43.2

-1.00.0-2.3-0.2-1.3

0.00.0-1.01.40.2

172601956

173741120

Score Gap Rank



29. Regularly achieves my work goals


30. Can be counted on to provide high quality services (or products)

32. Faces up to difficult decisions rather than avoiding them


Sample SImon

22

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.8

3.5

2.0

3.5

2.8

0.3

0.0

-1.5

-0.0

-0.7

3

9

13

16

13

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

EmployeesPeers

Self

Boss

0 1 2 3 4 5

OverallEmployees

Peers

Self

Boss

0 1 2 3 4 5

4.03.02.33.43.1

4.04.02.23.22.8

1.00.0-0.70.40.1

0.00.0-1.8-0.8-1.2

137315225

12356244

Score Gap Rank

4.03.02.03.62.8

3.04.01.73.62.6

1.00.0-1.00.6-0.2

-1.00.0-2.3-0.4-1.4

137413242

172603262

Score Gap Rank



33. Actively pursues learning opportunities for personal/professionaldevelopment


34. Asks for feedback from others on his/her performance

36. Strives to be a better performer


Sample SImon

23

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.0

3.5

2.1

3.9

2.9

-0.5

0.0

-1.4

0.4

-0.6

13

8

12

5

11

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

EmployeesPeers

Self

Boss

0 1 2 3 4 5

OverallEmployees

Peers

Self

Boss

0 1 2 3 4 5

3.02.01.73.62.6

3.05.02.84.03.3

1.00.0-0.31.60.6

-2.00.0-2.2-1.0-1.7

1766603262

1718711

Score Gap Rank

3.03.01.83.82.8

3.04.02.04.02.9

0.00.0-1.20.8-0.2

-1.00.0-2.00.0-1.1

1737561944

17241738

Score Gap Rank

Learner


37. Stays calm during times of conflict or pressure

39. Seems rested and has plenty of energy for work

38. Effectively manages stress in my work

40. Keeps issues and problems in perspective


Sample SImon

24

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.0

3.5

2.3

3.6

3.0

-0.5

0.0

-1.2

0.1

-0.5

12

7

9

13

9

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5Overall

EmployeesPeers

Self

Boss

0 1 2 3 4 5

3.04.02.63.63.1

3.03.01.73.52.5

-1.00.0-1.4-0.4-0.9

0.00.0-1.30.5-0.5

172193228

1737605168

Score Gap Rank

3.03.02.53.63.1

3.04.02.83.63.2

0.00.0-0.50.60.1

-1.00.0-1.3-0.4-0.8

1737223226

172143219

Score Gap Rank

Personal Balance

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

OverallEmployees

Peers

Self

Boss

0 1 2 3 4 5


41. Has written communications that are clear and well-organized

43. Listens effectively

42. Has effective verbal communication skills

44. Communicates effectively in group settings


Sample SImon

25

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.0

3.3

2.4

3.6

2.9

-0.3

0.0

-0.9

0.4

-0.3

11

14

8

11

10

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

OverallEmployees

Peers

Self

Boss

0 1 2 3 4 5

OverallEmployees

Peers

Self

Boss

0 1 2 3 4 5

3.03.02.23.82.9

3.04.03.23.63.3

0.00.0-0.80.8-0.1

-1.00.0-0.8-0.4-0.7

1737381938

17243211

Score Gap Rank

3.03.02.03.82.8

3.03.02.23.22.7

0.00.0-1.00.8-0.2

0.00.0-0.80.2-0.3

1737411942

1737386256

Score Gap Rank



45. Provides an atmosphere of trust

47. Is consistent in his/her behavior (do what I say I will do)

46. Is "open" and "upfront" with others

48. Displays integrity when dealing with others


Sample SImon

26

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.0

4.0

3.0

3.9

3.4

-1.0

0.0

-1.0

-0.1

-0.6

10

3

1

4

1

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

OverallEmployees

Peers

Self

Boss

0 1 2 3 4 5

OverallEmployees

Peers

Self

Boss

0 1 2 3 4 5

3.04.03.24.03.5

3.04.02.83.23.0

-1.00.0-0.80.0-0.5

-1.00.0-1.2-0.8-1.0

172272

172126233

Score Gap Rank

3.04.02.74.23.3

3.04.03.44.23.7

-1.00.0-1.30.2-0.7

-1.00.0-0.60.2-0.3

17216311

172131

Score Gap Rank



49. Actively seeks new ideas and better ways of doing things

51. Encourages staff to offer ideas and better ways of doing things

50. Seeks to understand rather than judge other people's opinions

52. Encourages feedback (even disagreement) on my own ideas

or proposals


Sample SImon

27

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.5

4.0

2.5

3.7

3.1

-0.5

0.0

-1.5

-0.4

-0.9

4

2

5

8

6

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

EmployeesPeers

Self

Boss

0 1 2 3 4 5

OverallEmployees

Peers

Self

Boss

0 1 2 3 4 5

3.04.01.83.62.7

4.04.02.83.83.4

-1.00.0-2.2-0.4-1.3

0.00.0-1.2-0.2-0.6

172523256

1212198

Score Gap Rank

3.04.03.23.63.4

4.04.02.43.63.1

-1.00.0-0.8-0.4-0.6

0.00.0-1.6-0.4-0.9

1722328

12293228

Score Gap Rank

Innovative Thinking



Sample SImon

28

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.0

3.0

1.8

3.6

2.7

0.0

0.0

-1.3

0.6

-0.3

9

16

17

10

16

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

PeersSelf

Boss

0 1 2 3 4 5

Overall

EmployeesPeers

Self

Boss

0 1 2 3 4 5

3.03.01.53.82.8

3.03.01.83.42.6

0.00.0-1.50.8-0.2

0.00.0-1.20.4-0.4

1737671947

1737525262

Score Gap Rank

3.03.01.63.82.7

3.03.02.03.42.7

0.00.0-1.40.8-0.3

0.00.0-1.00.4-0.3

1737661951

1737415251

Score Gap Rank


53. Creates conditions for individuals to develop and test new ideas

55. Mobilizes people and resources to get something non-routine done

54. Often implements new ways of doing things, even those that involve

risk

56. Upgrades unit procedures, policies, or systems regularly to better meet customer

needs


57. Seeks opportunities to change

59. Informs others in advance of upcoming changes

58. Communicates the reasons for change

60. Manages the pace of change to moderate impacts


Sample SImon

29

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.0

3.5

2.0

3.7

2.8

-0.5

0.0

-1.5

0.2

-0.7

8

6

14

7

14

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5Overall

Employees

PeersSelf

Boss

0 1 2 3 4 5

3.03.01.83.82.8

3.04.01.83.82.8

0.00.0-1.20.8-0.3

-1.00.0-2.2-0.2-1.3

1737521948

172521948

Score Gap Rank

3.04.02.03.62.8

3.03.02.23.42.8

-1.00.0-2.0-0.4-1.3

0.00.0-0.80.4-0.2

172413248

1737355244

Score Gap Rank

Manages A Changing Environment

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5Overall

EmployeesPeers

Self

Boss

0 1 2 3 4 5


61. Promotes a spirit of teamwork

63. Fosters team involvement in solving problems

62. Encourages people to lead and take action

64. Ensure that multiple perspectives are considered in decision

making


Sample SImon

30

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.8

4.0

2.7

4.0

3.3

-0.3

0.0

-1.3

0.0

-0.7

2

1

3

3

2

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

Overall

Employees

PeersSelf

Boss

0 1 2 3 4 5

Overall

EmployeesPeers

Self

Boss

0 1 2 3 4 5

3.04.02.74.03.3

4.04.02.84.03.4

-1.00.0-1.30.0-0.8

0.00.0-1.20.0-0.6

17216718

12874

Score Gap Rank

4.04.02.84.03.4

4.04.02.34.03.2

0.00.0-1.20.0-0.6

0.00.0-1.70.0-0.8

12874

1231723

Score Gap Rank

Team Work


65. Helps team members constructively resolve differences among

each other


66. Encourages staff to honestly express their opinions to each other



Sample SImon

31

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5

3.0

3.3

2.6

3.5

3.1

-0.3

0.0

-0.7

0.3

-0.2

7

13

4

14

8

Score Gap Rank

Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5Overall

Employees

PeersSelf

Boss

0 1 2 3 4 5

3.03.02.53.63.1

3.03.02.53.43.0

0.00.0-0.50.60.1

0.00.0-0.50.40.0

1737223226

1737225233

Score Gap Rank

3.04.02.33.42.9

3.03.03.03.63.3

-1.00.0-1.8-0.6-1.1

0.00.00.00.60.3

172345240

173753215

Score Gap Rank


Overall

Employees

Peers

Self

Boss

0 1 2 3 4 5Overall

EmployeesPeers

Self

Boss

0 1 2 3 4 5

Comments Sample SImon


1

1

1

1

1

1

2

2

2

2

2

2

2

2

2

2

3

PLEASE IDENTIFY THIS INDIVIDUAL'S KEY STRENGTHS AS A LEADER AND MANAGER/SUPERVISOR

· I allow staff growth and development in their positions. Respect staff opinions, input and look for leadership

within the department. I try to look at the systems in place and improve rather than look at the individual when

problems arise. I support and trust staff.

· Honesty, trustworthiness; dedicated; knowledgeable about programs and contracts. Communicates directions well;

listens to staff concerning program issues, agency issues, personal issues.

· Down-to-earth individual that deals well with stress. Makes you feel comfortable in stressful situations.

· Encourages employees to achieve optimal results with input yet allows for autonomy to accomplish those goals.

·She is very good at promoting staff involvement on communicating and commitment to each other. She is very

actively promoting staff to brain storm and come up with new ideas to promote the organization. She meets regularly

with her staff to go over acccomplishments and goals needing to be met. I have found her very easy to work for

and with.

· Always gets people's input on issues and tries to assist with problem solving when neccessary.

· Communicates high standards for performance

· encourages teamwork, seeks input from others, honest

· Knowledge of programs and regulations. Willingness to try to do a good job.

·She knows her department programs throughly. She is collaborative and a team player. She is a leader who

allows staff to do things on their own but is available to offer guidance if needed.

· Experienced in contract management and supervision Develops goals and deadlines with staff involvement Ensures

quality services to clients within funding constraints Meets deadlines on delegated work and other assignments

PLEASE IDENTIFY THE LEADERSHIP AREAS THIS INDIVIDUAL SHOULD FOCUS ON FOR FURTHER DEVELOPMENT

· I need to be more open and give my input in meeting with peers. If a discussion is happening and someone has

pretty much said what I have in mind, I don't give my input. Be more of a risk taker.

· Time management for/with all programs and staff.

· Continue to progress at the pace of the company and for the needs of the company.

· Getting to certain tasks in a more timely manner.

· addresses tough issues with others

· see big picture more often, enhance her vision for CS department, motivate employees more

· Learn the difference between being a manager and leader, and work on developing further management and leadership

skills. Learn to delegate to staff the work that she does not have the aptitude or interest for, such as program

development and resource development. Learn how to give clear, direct, and honest direction to employees.

·She may want to focus on the direction her department is taking and look at ways to add or enhance current

programs. Develop a strategy on how to grow her department.

Comments Sample SImon


· Improve ability to inspire others Be open to new opportunities and try new ideas Minimize stress and control

emotional responses to stress Improve accuracy of written communication; proofread carefully

Leadership Effectiveness 360°...'blind spot' or an area you can focus on for specific improvement....

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