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Page 1: Matrix) TEAM 360 (Team Effectiveness Assessmentarchprofile.com/corporate/sample_reports/TEAM_360_indiv.pdf · Aggregated Feedback Manager Peer Score Openness to Feedback/Criticism

TEAM 360 (Team Effectiveness AssessmentMatrix)

Company: XYZ Report for: Deb Demo Date: May 2, 2017 at 11:05 am

Page 2: Matrix) TEAM 360 (Team Effectiveness Assessmentarchprofile.com/corporate/sample_reports/TEAM_360_indiv.pdf · Aggregated Feedback Manager Peer Score Openness to Feedback/Criticism

Table Of Contents

1Table Of Contents ...................................................................................................................................................................... 2Introduction .................................................................................................................................................................................. 3Result Details .............................................................................................................................................................................

38List of Raters ............................................................................................................................................................................ 39Advice and Tips ........................................................................................................................................................................ 40Additional Materials ..................................................................................................................................................................

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Introduction

TEAM 360 functions as a performance compass – it details how your team is performing as a unit. In order to create asuccessful team, all members must be at their best. If there are gaps between various members’ skills or knowledge, itaffects the success of the whole team.

The objective of the 360 feedback system is to reveal the strengths and deficiencies of each team member and the groupas whole. If there are competencies and traits that can be developed further, the team can work together to create anaction plan that benefits everyone. Remember, your objective isn’t to single out weaker members – it is to strengthen theentire team.

Make sure to review your individual and team results in detail, paying close attention to skills/traits identified as needingimprovement. The Advice section in your individual report and the team report offers helpful tips and exercises that can beused to nurture your strengths and develop any areas that are lacking.

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Result Details

Each trait/skill assessed in TEAM 360 will be show on a scale from 0 to 100. Your overall performance rating will appearfirst, followed by a breakdown of each competency. The competencies are divided into four overarching factors:

ConscientiousnessSocial SkillsPoiseCohesivenessProblem-solving Skills

Review your results carefully, and keep in mind that the lower the score, the greater the need for improvement.

OVERALL PERFORMANCE RATING

Overall assessment of your performance on the team.

Overall, your performance as a member of the team based on the feedback of your raters indicates a need forimprovement in several areas. The good news is that you are now on a good platform to build a stronger foundation inwhich to revise your teamwork approach. Below you will find your self-assessment ratings and those of your raters foreach of the traits and skills evaluated in the feedback assessment. We recommend that you go through each ratingcarefully and objectively.

As you are reading through your report, it might be a good idea to take notes – questions you would like to ask yourraters, suggestions on how to improve in certain areas, or new performance goals you would like to set. You can use theadvice section at the end of the report as a springboard for mapping out your growth and development process.

Please remember that receiving feedback from your raters, both positive and negative feedback, is an essential aspect ofyour professional growth. The goal of a 360 feedback program is to help you reach your full potential. You are notchanging who you are but rather, are becoming a better version of you.

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CONSCIENTIOUSNESS

Assesses factors related to productivity, both in terms of quantity and quality.

Your work approach, while satisfactory, needs to be perfected. You are a reasonably conscientious and productive teammember, but there are certain aspects of the way you work that need improvement. Review your results below for moredetails.

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Accountability

Willingness to take responsibility for work and conduct.

Under most circumstances, you are willing to be accountable for your performance and take the steps necessary to makeamends or improvements when required. For the most part, you feel that you should be accountable for your actions, andunderstand that the quality and quantity of your output is your responsibility. There is however, room to improve.

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Time Management

Ability to use time effectively and efficiently.

On most occasions, you are able to manage your time well and get tasks and duties done promptly, but your timemanagement skills can still be improved further. With the amount of tasks that you need to tackle individually and as ateam, time management skills are essential or you risk causing delays, missed deadlines, lower productivity, anddisorganization. Adopting the right time management strategies can help.

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Diligence

Ability to complete tasks carefully and effectively.

You may very well understand the importance of completing tasks carefully, but you don’t always do so. Your diligence isinconsistent at best, and could be a hindrance for the team if you miss errors or do a task incorrectly. You may not beintentionally negligent, but you also don’t put in a persistent effort to make sure that your work is done correctly.

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Motivat ion

Desire and willingness to succeed.

While your motivation to work hard and follow through on tasks will wane from time to time, on most occasions you are ableto find the inner incentive to propel you into action, rather than rely on deadlines or other teammates to push you forward.The team can usually rely on you to get the job done.

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Progress-tracking

Tendency to keep teammates up-to-date.

For the most part, you maintain communication with your teammates as it relates your progress on projects. You haveslipped-up a few times in the past, however. You need to make sure to keep the group up to speed on a more regularbasis.

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SOCIAL SKILLS

Ability to interact well with others.

Your social skills are not quite at the level of competency that is needed to function harmoniously in a group. This mayhave already caused difficulties in your interactions with others. You have some basic skill, which is a good foundation tobuild on, but you need to develop this area much further. Review your results below for more details.

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Communicat ion Skills

Ability to communicate clearly and productively.

Your communications are not at the level of competency that they need to be. Essentially, you are not effectively gettingyour point across to others. This makes misunderstandings inevitable. Communication is the basis of teamwork, and yourskills are not at their best at this point.

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Listening Skills

Ability and willingness to patiently listen to others.

Your listening skills need a lot of work. You are not an active listener, and seem to lack the patience needed to truly hearwhat others have to say. This not only impacts your rapport with the rest of the team, but you also risk missing out onimportant information by not paying close attention.

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Assert iveness

Ability to speak up for oneself and communicate with confidence.

You are generally quite assertive, although you seem to hold back sometimes, or at least give others the impression thatyou are being somewhat inhibited. This isn’t necessarily a problem, but it would be a good idea to show others moredefinitively that you are comfortable being in the group and can speak up when necessary – without coming off as toooverbearing.

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Conflict Resolut ion Skills

Ability to resolve conflict effectively and in a professional manner.

Dealing with conflict isn’t the ideal situation for you (as would be the case for most people), although you try to resolvedisagreements in a professional manner. It can be a struggle occasionally to remain objective, but you have the basicskills needed to handle these situations.

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Diplomacy

Ability to converse and treat others with tact and respect.

There are times when you come across as tactless, which can make people in your group feel slighted. The way youexpress your thoughts and present yourself is not as diplomatic as it could be. You need to pay more attention to how youconvey your ideas to others.

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Mentorship/Leadership Potential

Ability to lead others on the team.

You have the potential to be a good leader and mentor on the team if you put the effort into strengthening the necessaryskills. Your raters indicate that you have the makings of a budding leader.

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POISE

Ability to maintain composure, especially in difficult situations.

Your ability to remain poised in difficult situations is limited. More often than not, it is a struggle for you to stay composedand objective, which could make the circumstances all-the-more of a challenge to deal with. Review your results below forfactors that you will need to work on.

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Adaptability

Ability to adjust and be resourceful in the face of change and the unexpected.

Sometimes, change or unexpected circumstances with throw you off. You try to adapt as best you can, but are not alwayssuccessful. You do not like dealing with situations that are ambiguous, unpredictable, and unfamiliar – they take you out ofyour comfort zone. You have the potential to build the resources you need to adapt quickly to various situations, but it willtake time for you.

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Openness to Feedback/Crit icism

Comfort with, and openness to, negative feedback from others.

Receiving negative criticism is not easy for you. You have difficulty stepping back and seeing it for what it is – a desire tohelp and guide you. You seem to take negative feedback as an affront to your skills, and this can make it difficult for othersto interact with you openly. You need to work on being objective and seeing the lesson behind the criticism.

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Stress Management

Ability to deal with pressure, demands, and other stress-inducing situations.

You may be able to deal with some stress, but it is not your ideal environment. You are more likely to struggle in high-pressure situations and will take to time to bounce back and get back on track. This can make it hard for others on the teamto rely on you in difficult situations.

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Emotional Management

Ability to regulate emotions effectively.

There are some frustrations that you can tolerate to a certain degree, and others that really push your emotional control toits limits. You don’t always show self-restraint, which can sometimes result in annoyance, stress, and perhaps even somediscourtesy. While it can be difficult not to lose your patience with people you work with, it is essential that you maintainyour professionalism at all times.

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COHESIVENESS

Assesses the effectiveness and congeniality of the current team structure.

As things stand, there are some aspects of how you perform on the team that need to be modified. You have not fullyassimilated with the group dynamics; essentially, you don’t entirely fit in with how the team is run. Your cohesiveness withthe team can be improved. Review your results below for more information on areas that need your attention.

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Collaborat iveness

Ability to get along and work well with others.

You understand the importance of being a collaborative team member, and for the most part, you strive to be asaccommodating and helpful to others as you can. You may need to nurture this attitude more, but your willingness tosupport and be an active participant on the team is recognized

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Goal Alignment

Understanding of team goals and willingness to work with others to achieve them.

You are not entirely on the same page as the rest of the team in terms of how the group functions – essentially, there areaspects of how things are done as a group that you do not see eye-to-eye on. This will need to be discussed and settledso that everyone can move forward with the same objectives in mind.

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Role Clarity

Understanding of one's role and the role of others on the team.

You generally understand the function of each person on the team, but it would be a good idea to reconfirm with othermembers of the group, as there still may be some duties and boundaries that need to be clarified. Overall, there doesn’tseem to be any major issues with role clarity on the team.

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Team Mentality

Willingness to work for the greater good of the team.

There is some concern that you are not always acting like a team player, and may be more focused on working as anindividual rather than as part of a team. Granted, it’s important for each team member to have his or her own individualidentity, but everyone needs to work for the benefit of the team. This is an area that you will need to pay more attention to.

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Perception of Compatibility

Sense of camaraderie among team members.

As per the view of your teammates, you are not very compatible with the team, at least at this point in time. Either youhave made this disparity known to others, or you have taken actions that have made others question whether you want tobe a part of the team (or both). Whatever the case, it is important that this issue be taken care of as soon as possible.

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PROBLEM-SOLVING SKILLS

Assesses whether current problem-solving approach is conducive to effective resolution.

Problem-solving can become one of your strengths if you work to develop your skills further. There are some aspects ofyour approach to problem-solving that need to be modified and improved. Overall, you are a reasonably effectiveproblem-solver, but need to create a more solid and structured “plan of attack.” Review your results below for moreinformation.

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Research Skills

Ability to be resourceful and find useful information to aid in the problem-solving process.

You seem to understand the importance of conducting research in order to solve problems effectively, and use thisresource to your advantage. Even if a solution doesn’t prove successful, you are not a haphazard problem-solver – youmake sure to obtain as much information as you can before moving forward.

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Brainstorming Skills

Effective use of brainstorming to generate ideas/solutions.

You are an avid user of brainstorming as a problem-solving resource, and understand the benefits of discussing anddebating ideas. This not only benefits the quality of solutions that can be generated but also the quantity.

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Open-mindedness

Openness to different ways of thinking; a flexible mindset.

The wider your scope, the greater the possibility of generating effective solutions to problems. You are fairly open-mindedbut, for whatever reason, may limit your vision sometimes. Don’t hesitate to be open to various possibilities, as there aremany different ways to view a problem just as there are different ways to solve it.

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Originality

Ability to generate creative ideas and solutions.

You have strong creative potential. You do not confine yourself to solutions that are practical and logical, and are usuallyable to tap into your creative side. It would be to your advantage to nurture your creativity more, as it adds a great deal ofvalue to the problem-solving process.

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Crit ical Thinking Skills

Ability to reason out problems and analyze alternative solutions.

Problem-solving requires the ability to break down an issue, interpret and understand relevant research and information,and analyze the viability of each possible solution. You have the ability to thinking critically about a problem and itspossible solutions, but need to practice this skill more. You have a good skill basis to work from – you just need to developit further.

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Decision-making/Judgment

Ability to use sound judgment and make smart, well-informed decisions.

There is some concern about the manner in which you approach and make decisions – you don’t seem to be using yourbest judgment. You will need to evaluate your decision-making process and determine whether there are resources thatyou can use to help you choose the best solution.

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Planning

Tendency to carefully plan ahead before taking action.

You are generally not one to plan ahead when implementing a solution. Without a clear strategy you risk confusion andloss of valuable time, and may find yourself faced with obstacles you did not anticipate ahead of time. You need to make itmore of a habit to carefully plan out how a solution will be put into action.

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Implementat ion

Ability to follow through on assigned tasks and responsibilities in the problem-solving process.

You may get a solution implemented, but it may not necessarily be to the best of your ability. This can give others theimpression that you are either ill-equipped to handle the responsibility of implementation, or are not always willing to put inthe necessary effort and consideration to follow through. This is an area that you need to work on changing.

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Evaluat ion of Progress

Willingness and ability to evaluate the progress of an implemented solution.

Evaluating the progress of a solution is an important part of the problem-solving process. You seem to understand this,and for the most part, are able to do this successfully – the only concern is that you may need to do this on a moreconsistent basis, or perhaps with a little more vigilance. Overall, however, the evaluation of the progress of a solution isgenerally one of your priorities.

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List of Raters

For your references, the following is the list of your raters for this 360 assessment.

[email protected]@[email protected]@myemail.com

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Advice and Tips

[Tips shown here] [Link to full advice provided here]

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Additional Materials

For further references that can enhance your individual and team performance, feel free to review the materials suggestedbelow.

Books:

Title: Building Smart Teams - A Roadmap To High Performance

Author: Carol A. Beatty & Brenda A. Barker Scott

Publication year: 2004

Publisher: Sage Publications Inc.

URL: http://www.amazon.com/Building-Smart-Teams-Roadmap-Performance/dp/0761929568/ref=sr_1_1?s=books&ie=UTF8&qid=1365527176&sr=1-1&keywords=building+smart+teams+beatty

Title: Stop Workplace Drama: Train Your Team to have No Complaints, No Excuses, and No Regrets

Author: Marlene Chism

Publication year: 2011

Publisher: Wiley

URL: http://www.amazon.com/Stop-Workplace-Drama-Complaints-Excuses/dp/0470885734/ref=sr_1_7?s=books&ie=UTF8&qid=1365527505&sr=1-7

Title: Discussing the Undiscussable: A Guide to Overcoming Defensive Routines in the Workplace

Author: William R. Noonan

Publication year: 2007

Publisher: Jossey-Bass

URL: http://www.amazon.com/Discussing-Undiscussable-Overcoming-Defensive-Workplace/dp/0787986321/ref=sr_1_153?s=books&ie=UTF8&qid=1365529848&sr=1-153

Title: Strategic Project Management Made Simple: Practical Tools for Leaders and Teams

Author: Terry Schmidt

Publication year: 2009

Publisher: Wiley

URL: http://www.amazon.com/Strategic-Project-Management-Made-Simple/dp/0470411589/ref=sr_1_17?s=books&ie=UTF8&qid=1365530885&sr=1-17

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