I had the privilege of working with Nancy as part of a 360 evaluation that she conducted on me on behalf of my employer, Technical Olympic, USA. Nancy was very instrumental in helping me evaluate the results and understanding the nuances of the answers. As important, Nancy assisted me in developing plans of action to address the corresponding change in behavior that I needed to implement in response to the feedback from the 360. Nancy blends a friendly demeanor with a firmness and ability to offer constructive commentary without it coming across as punitive. She has an intuitive insight into people and knows how to ask the question behind the question to get at the root of what can at times be obfuscated issues. I recommend her highly.
Best regards,
George C. Yeonas
Executive Vice President Technical Olympic, USA
Over the years I have been exposed to many things like the DISC report (Gallup's Strength Finders, for example), and for the most part I find them to give a pretty accurate representation of my strengths, weaknesses, etc. The reason I have not found such things very helpful is that I, like most people I think, know what my strengths and weaknesses are.
Where your program is far superior is that it gives a view of ourselves from the perspective of others, and the diversity in that sampling (manager, direct reports, peers, others) gives the responses a credibility that I do not think they would have if they came from only one group. Also, by getting responses from others, we get visibility not only of potential areas of improvement that we probably already knew about, but also of those 'blind spots' that we might otherwise not have been aware of, and therefore could hinder our development indefinitely. We also get the opportunity to discover some unrealized, and therefore uncapitalized upon, strengths.
From a personal perspective, I found your attitude to be helpful as well. You did a wonderful job of making me much more comfortable with the process than I was when I first heard I was to go through it. You also do a good job of challenging, at least in my case, the person going through the process to actually use it for something.
Regards,
Jim Coulter, Manager
Standard Register Company
360 Feedback -
A tool for improving individual and organizational effectiveness
360 degree feedback is essentially a process that enables a person to receive feedback relating to behaviors, skills, and competencies from a number of people in their work environment. The traditional feedback from the manager now includes colleagues and customers.
Why choose our company for all your assessment and survey needs?
Henson Associates has more than 15 years' experience working with 360 feedback processes at NCR, AT&T, and a variety of large and small organizations. In addition to web-based assessments, Nancy is a certified 360 feedback facilitator and leadership coach. If you choose to do your coaching and feedback facilitation in-house, we will provide you with a report and Development Planning Guide.
Expert Service
Feedback is our specialty We have the experience and expertise to handle all your feedback and survey administration needs. We take time to find out exactly what you need; then we create the survey according to your specifications.
- Save valuable internal staff time for other priorities
- Get efficient and very cost effective services
- Relax, knowing that all feedback is kept confidential and stored securely off-site
- Participants with an Internet connection can access their assessments from anywhere in the world
Pick an option that is right for you:
Option 1 - Let us administer the process for you using 20/20 Insight software.
20/20 Insight allows your feedback receiver's (subject's) team and others to respond to an assessment anonymously (with the exception of the subject's manager). The assessment is customized for you at no additional charge if you use categories and items in our survey library.
When the raters have responded, we will print a report and send it to you or your subject via email. This will include respondent ratings and comments that appear unedited.
Option 2 - We administer the process and provide confidential leadership coaching based on the feedback results.
What happens after a 360 assessment is critical to the success of the process. Using an outside facilitator/coach to work individually with each feedback receiver is the best way to encourage change. The feedback receiver responds better to an outsider because he/she feels more comfortable. Nancy has extensive experience with executive and leadership coaching, from senior-level managers to individual contributors.
What is the process for conducting a 360 assessment?
- Assist client to create a 360 assessment survey that reflects the organization's competencies and values.
- Prepare a roster of subjects and raters with email addresses.
- Conduct web-based orientation for participants online.
- Send assessment hyperlink to each rater via email.
- Henson Associates retrieves data from server after 10 days.
- Reports are distributed to feedback receivers prior to feedback and coaching sessions.
How can you protect confidentiality?
- Use outside consulting firm for administration and processing
- Combine ratings with others in each rater group; the rater’s name does not appear in the assessment results and is never shared
- Provide web access and password protection
- Ask raters to use discretion so they don’t share their ratings and comments with others
- Purpose is developmental; share full reports only with feedback receiver
What does the software provide?
Our software contains everything you need - for everyone involved in the feedback process:
- More than 1,200 items in a massive library – easily customized – or we can incorporate your competencies
- Approximately 300 survey items in leadership categories. Each one has an associated document for the learner that contains: - What a low rating in this item might mean - Specific recommendations for improving in this area - Recommended resources
- Ability to not only collect open-ended responses at the end of the survey but also get optional explanatory comments for each item rated, providing extraordinary coaching and personal growth material
- Dozens of powerful reports can be generated. Compare previous to current results to measure improvements. Produce consolidated reports with summary data for the entire organization.
- A 31-page booklet and online performance analysis tool for each feedback recipient to help them create and implement a personal development plan
Why Feedback?
The Reality: People need feedback.
Most people have “blind spots.” They don’t see themselves as others see them. For this reason, they often don’t understand the impact their actions have on others. Although well-intentioned and hard-working, they may be the only ones who don’t know they are causing problems. Feedback is essential for them to improve their performance.
People who take a professional attitude toward their work want feedback. They want to know what’s working and what isn’t. They want to be part of solutions, not the cause of problems. They don’t like having blind spots, and they want to know how to improve.
The Challenge: People rarely give and receive feedback.
The problem is that most people don’t know how to affirm each other’s strengths, and they find it uncomfortable to confront each other directly about performance issues. They often find it easier to bring these things up to fellow team members, so the individual who needs the feedback never hears it. Also, when someone gets feedback from only one person, there’s a tendency to discount the feedback as just a single opinion—whether the feedback is positive or constructive.
How can your organization encourage people to give and receive valuable feedback so they can perform at their best?
The Solution: 20/20® Insight GOLD empowers the feedback process.
People need an efficient, confidential and anonymous vehicle for giving feedback to each other. State-of-the-art software can simplify the process of collecting multi-source (360) feedback for anyone in your organization.
20/20 Insight GOLD is the world’s most versatile feedback tool. With this system, we can set up surveys to collect virtually any type of feedback—ideas, opinions, impressions, ratings—from any number of people about the performance of an individual, a team or even your organization as a whole.
Why Henson Associates?
Why have our team handle all your survey needs? You’re working with the experts! We have years of solid experience in feedback administration. You can count on us to be a reliable partner for all the surveys your organization needs to conduct.
- You’ll save money. You don’t have to purchase any software or hardware, and our survey administration fees are priced very competitively.
- You’ll save time. You can focus on other priorities while our team takes care of the details of running your surveys.
- You’ll get your survey the way you want it. We’ll set up the project according to your specifications.
- You can relax. Our experienced team will make sure your project goes smoothly, and we’ll keep you updated on respondent progress throughout the process.
- You’ll get the results you need—on time. Your satisfaction is of utmost importance to us, and your reports will be delivered just the way you want them.
- Respondents can feel safe. All assessment data are confidential and anonymous, and everything is stored off-site.
- Respondents get easy access to their assessments. Because the questionnaires are delivered over the web, participants can complete them from anywhere at any time—all they need is an Internet connection.
And when you work with us, we manage all the details!
We know how to create quality survey components…so you don’t have to.
We’ll work with you to gather the information needed for your project:
- Participants. Names of individuals, team or organization to receive feedback (subjects) along with those who will provide feedback (respondents).
- Rater Relationships. How each respondent is related to a given subject. Examples: Manager, Peer, Direct Report
- Survey Items. Select from our extensive library or provide your own list of competencies. Or, we can work with you to design specific 360s that reflect your specific leadership behaviors.
- Scales. The unit of measurement used in the assessment, a scale includes a question stem with descriptors. Usually a 6-point scale is recommended for 360 assessments, but this is customized for the organization.
- Open-ended Questions. In addition to traditional summary questions as the end of the survey, you can get optional explanatory comments for each item or category.
Impressive Reporting Capabilities
We can generate dozens of customized reports with our powerful reporting engine.
- Report formats. Select from dozens of report templates or we’ll create customized formats for you. We can print report sections in any sequence you like and insert customized text pages anywhere in the report.
- Report printing. We can print your reports to a PDF file or a hard copy. We can also email the PDF report to feedback recipients.
- Narrative Comments. Include end-of-survey, open-ended responses.
- Comparison Reports. Compare scores from earlier assessments with current ones to measure improvement in performance.
- Consolidated Reports. We can combine data from multiple projects to produce summary data for the entire organization.
Most Powerful: Resources for Learners
Extensive Individual Development Tools
We make it easy to facilitate individual planning and development.
No other feedback provider combines assessment with these resources to help feedback recipients create and implement an individual development plan—at no extra charge!
Development Planning Guide
This booklet coaches individual learners to use fundamental time-tested strategies and tools. You receive a free copy for each person receiving feedback. In addition, learners have permission to print copies of the worksheets for their own use.
Online Performance Analysis
This interactive web-based tool presents an online version of several elements in the Toolkit. Its purpose is to help learners to discover the “why’s” behind ratings they received:
- Self-assessment. The person answers 16 questions to determine possible reasons for a performance problem.
- Reports that show which performance factors are the major reasons for the problem: Self-awareness, Ability, Motivation or Support.
- General developmental activities to improve performance.
Making 360 a Part of Supplemental Health Care's Leadership Development
When a new CEO was appointed a few years ago, one of his first initiatives was to access leadership skills and behaviors for himself and his executive team in a 360 feedback assessment. Henson Associates worked with the CEO and the HR Director to create a 360 assessment that reflected the “I CARE” philosophy and leadership skills that are critical to Supplemental Health Care's success as a renowned international employment agency that supplies temporary and permanent professionals in the medical industry.
At Supplemental Health Care all of the employees try to epitomize the core values of Integrity, Candor, Accountability, Respect, and Excellence. This “I CARE” philosophy extends throughout the company, from divisions and branch offices to the nurses and therapists out in the field.
Process
We recommended assessing no more than 3 leaders within a 30-day period. This rotation plan helped prevent rater fatigue as several of the raters may assess the same people. This rotation also allowed time for more focused coaching sessions.
After about 10-12 days, a final report was mailed to each subject. Managers received a summary of the report, but complete reports were only given to each subject. Because the subjects were geographically dispersed, Nancy met individually by phone with each of the subjects.
The coaching sessions were designed to help them leverage their strengths, analyze the causes for perceived negative behaviors, and learn ways to improve their performance. Managers of the subjects were also encouraged to meet with each of them to answer questions and provide additional coaching and guidance.
After 3 or 4 sessions, subjects created a development plan that could be completed in 6 months or less. In most cases, no additional training was required; awareness of their issues and motivation and support were keys to change.
On an annual basis, other managers are now assigned to participate in this process. In most cases they welcome the opportunity to learn how others perceive them in their work environment so they can learn and develop.
A testimonial from two recent feedback subjects at Supplemental Health Care:
Can I tell you that the feedback that I received from my Allied RVP’s was absolutely wonderful – they really did appreciate your coaching and so did I. Thanks again for all your help – I am doing well and have received great feedback on the changes I’ve made and I owe it to you!
Another testimonial:
I wanted to take this chance to thank you for the time you spent with me on my 360. It was clear that you were very prepared for each call and had a lot of insight into my evaluation, more than I could have possibly had myself. The 360 report was a great tool, but without the discussions that we had, I would not have been able to get as much information out of it or been able to weed through all of the information. It was much easier to digest after our conversations. The development plan will allow me to isolate a few key areas to strengthen and keep me from feeling so overwhelmed. I know that this will help me develop both as a professional and as a person. Thank you very much!!!
Most Easy For Participants To Use
Assessments are so easy to use that very little instruction is required for participants. However, an online orietnation is recommended to promote more focused feedback.
Customizable instructions screens make the process simple for feedback recipients (subjects) and respondents.
Web-based assessments make it convenient for participants to access their survey from anywhere, day or night, using any type of Internet connection. Even in work environments that don't provide individual computers, a walk-up workstation can be used because each person has a user name and password that protects confidentiality.
Respondents…when completing their assessments
Survey participants access their assessments online with a secure username and password.
Flexible settings let us include one item per page or all items for a given category on a single page.
Respondents can answer just a few questions, save what they've done, and return later to respond to the rest.
Upon completion of their questionnaires, participants can review their responses for each question on a single page. They can make changes until we take the project off-line.
Please contact Nancy Henson, 360 consultant,
if you have questions. (937) 886-0151 nhenson@hensonassoc.com
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