PRODUCT AND SERVICES OVERVIEW. The elements for assessing and growing leadership talent

Transcription

1 PRODUCT AND SERVICES OVERVIEW The elements for assessng and growng leadershp talent

2 1 Who s The Booth Company? We are the publsher and admnstrator of 360 degree feedback surveys based on the Task Cycle, a valdated theory of leadershp and management roles. Our comprehensve set of surveys measures the fundamental sklls of msson-crtcal organzatonal roles. Vew Our Staff Here: Vew Our Hstory Here: What s 360 Degree Feedback? 360 degree feedback s sometmes referred to as multrater apprasal, mult-source feedback or 360 degree proflng. It bascally s a confdental process where a partcpant receves anonymous skll evaluatons from a crcle of stakeholders (peers, drect reports, a supervsor, etc.). The results help determne the partcpant s prortes for development. Self-Awareness: 360 feedback results are presented n a complete report that hghlghts the strengths and weaknesses of a partcpant s sklls n a gven set of competences. The results gve the partcpant a clear and accurate pcture of ther performance that could not be seen otherwse. Self-Development: Gettng a clear pcture of performance helps dentfy weaknesses that need to be mproved as well as strengths that can be leveraged. Knowng the sklls that need mprovement s the frst step toward creatng a plan of development for the short and long term. Reduces Turnover & Cost: 360 feedback facltates an envronment that encourages self-development, whch leads to job satsfacton. Ths mnmzes turnover and the costs assocated wth replacng employees. Employee turnover cost can equal up to 150% of the employees annual compensaton fgure, wth a sgnfcantly hgher cost (200%-250% of annual compensaton) for manageral, md-level, or sales postons. For example, an employee s turnover cost (at 150%) when the employee s salary equaled $60,000 per year would cost the company $90,000. Usng the average annual rate of turnover, whch equals 10%, we can conclude that an average md-szed company of 1,000 employees wll spend $9 mllon on employee turnover costs! Everyone that has a stake n the partcpants performance provdes feedback. What Are the Benefts of 360 Degree Feedback? Broader Scope of Feedback: Feedback s receved from all key stakeholders, not just a supervsor, provdng a well-rounded vew of how others perceve a partcpant s efforts. Far Feedback: The 360 process s conducted n a confdental settng so raters can provde accurate and honest feedback. If there are only a few rater surveys, the results are combned n order to obscure rater dentty. Why s The Booth Company Unque? Experence: We have been provdng 360 degree feedback surveys and development programs for nearly 40 years and are trusted by many of the world s leadng companes. Our hstory wth 360 feedback has taught us what does and does not work n a 360 development program. Dr. Frank Shpper, a Professor of Management at Salsbury Unversty s Perdue School of Busness, stated t ths way: low-cost s a false economy when purchasng a 360 feedback questonnare. There are many nstant experts on 360 feedback that generate custom questonnares overnght. Companes should avod them. Instead, look for companes that have 20 or more years experence wth 360 feedback. Vew Some Of Our Clents Here: Copyrght The Booth Company. All Rghts Reserved.

3 2 Task Cycle Surveys: Task Cycle theory s the archtecture for all of our 360 surveys. Ths theory s a valdated model of successful management and leadershp practces. Developed by Dr. Clark L. Wlson, who s wdely regarded as the father of scentfc mult-rater assessment, Task Cycle Theory s frmly based on establshed theores of learnng, cognton, and motvaton. Because the model valdates what s most mportant n organzatonal roles, partcpants can prortze ther development plans wth confdence. Role-Specfc: We recognze that one sze does not ft all and that s why we have 13 unque surveys. Each survey asks role-specfc questons that correlate wth the competences of the most common and mportant roles n an organzaton. Our 13 role-specfc surveys fall nto 5 categores: Leaders and Executves Managers and Supervsors Indvdual Contrbutors Teams Specal Applcatons Vew Our Surveys Here: Take a Survey Demo Here: Task Cycle s a regstered trademark of the Clark Wlson Group. Partcpants can also be confdent that the results are accurate and relable because the surveys have been proven to be psychometrcally sound through years of valdaton by thrd party researchers. Development Focused: Development s often the prmary reason for 360 feedback. To be effectve, a plan for development needs to be personalzed and formed around a partcpant s current busness objectves and personal career goals. That s why every partcpant begns the feedback process by summarzng hs or her professonal strengths, goals, and current challenges. Ths provdes the foundaton from whch partcpants can evaluate ther scores, and t also helps them choose among our extensve performance mprovement strateges, such as feedback workshops, professonal coachng, and best practce examples for each skll area. Norms: We provde a unque nternatonal database, accumulated snce 1972, whch ncludes over 200 mllon queston scores. These scores are updated and averaged annually to help partcpants determne f ther sklls are compettve aganst the same role n other companes or wthn ther own organzaton. Custom norms specfc to a clent s organzaton, or a custom survey, can be created over tme. Customzaton: If the surveys we offer do not meet your company s specfc requrements, we can easly adapt our nstruments to meet your organzaton s unque needs. If you wsh to modfy an exstng Clark Wlson Task Cycle survey, our development team wll work wth you to map our surveys to your competences, ensurng algnment to nternal language and culture. We strve to create custom surveys that meet your expectatons whle preservng the relablty of the competences. Foregn Languages: For companes that span the globe, our database has double-byte technology, allowng surveys to be translated nto any language. Currently, we have our top-sellng surveys translated nto several languages, such as: Mandarn Chnese, Japanese, Korean, Tagalog, Bahasa Malaysa, Spansh, French, Hebrew, Arabc, and Russan. How It s Done We know that the process used for 360 feedback s as mportant to acqurng qualty feedback as the surveys themselves. That s why we use a process that has been developed for nearly 40 years, and accordng to customer feedback has proven to be a sound admnstratve model. The frst step n the process s: 1. Clarfyng Needs and Objectves Selectng the rght survey s crtcal to the success of 360 degree feedback. We ll help you select or customze one of our 13 role-specfc surveys, ensurng that you have the rght tools to develop the leadershp talent necessary to meet your organzaton s goals and challenges. Copyrght The Booth Company. All Rghts Reserved.

4 3 Data organzed by the Task Cycle, helpng the partcpant focus and drect development actvty. Data from the prevous tme through, f avalable, shown throughout the report, provdng a benchmark for mprovement. Development plannng (Acton Plan) form used to wrte a development plan on the dentfed areas that need mprovement. Screen Shot from the TruScore Partcpant Portal 2. Accessng The TruScore Partcpant Portal Partcpants begn the feedback process by recevng an emal from The Booth Company contanng nstructons and a temporary password for accessng the TruScore. From the TruScore Partcpant Portal, partcpants nvte ther raters, complete a self-survey, and montor the status of ther project. Partcpants can also followup wth raters by sendng emal remnders, to ensure all onlne surveys are completed by the deadlne date. Once the report s generated, the partcpant receves the report on the TruScore Partcpant Portal, va emal, or n the mal. Frst-tme partcpants typcally receve ther report n a coachng sesson. Download a Sample Report Here: 4. Interpretng and Actng On the Results Proper nterpretaton of feedback results s the frst step to actng on them and that s why we strongly encourage frst tme partcpants to attend a facltated tranng sesson or one-on-one coachng, ether n person or vrtually. If a self guded approach s preferred, we also offer an onlne Report Interpretaton Tutoral that walks partcpants through our standard report template at ther own pace and convenence. Pages from a Feedback Report 3. Recevng The Results Once the partcpant meets the requred number of rater surveys by the deadlne date, a feedback report s produced. Our feedback reports are generated n PDF or prnted format, dependng on the clent s needs. They all come standard wth the followng features: Full color format that codes rater levels by color for easer scannng and nterpretaton. Data presented n varous ways to accommodate multple learnng styles. Screens from the Report Interpretaton Tutoral Vew a Tutoral Demo Here: No matter whch type of settng s selected, nterpretaton gudance can ncrease the success of 360 feedback by teachng partcpants how to nterpret the results and te them back to career and performance goals through development plannng. Copyrght The Booth Company. All Rghts Reserved.

5 4 A development plan can be wrtten usng the provded template n the partcpant s report or through the TruTrack Interactve Development Plannng step provded wthn the partcpant portal. TruTrack allows the partcpant to create a development plan that can be saved and updated at any tme. Goals and actons can be entered, remnders can be scheduled usng outlook, and the plan can be sent by emal to a coach, supervsor or any other stakeholder. It s encouraged that the partcpants share the plan wth ther team and supervsor, keepng them nformed of ther personal development progress. Role-specfc dmensons and questons. Research ndcatng whch competences drve success n each role. Concurrent valdty through thrd party research. A relable and vald theory of leadershp development called the Task Cycle. Support materal and resources such as developmental workshops, tools, and coachng to help maxmze ROI. To paraphrase Dr. Clark Wlson, wth goals you can plan; wth plans you can control; wth control you can manage and succeed. Screens from TruTrack Interactve Development Plannng 5. Measurng Progress In order to track development progress we encourage partcpants to re-evaluate ther sklls after a month perod. We poneered the pre-post concept of feedback n the early 1970 s and observed measurable mprovement among partcpants who had completed ther development plans and re-assessed annually. Trackng one s progress over tme has long been consdered a best practce common to hgh-performng leaders. Fnally, comparng results over tme can only be utlzed and acted on f the nstrumentaton s sound and accurate. Our 360 surveys have: Expert authorshp wth factor analyzed competences ensurng measurement acuty. HOW CAN WE HELP YOU? Whether your organzaton s re-thnkng ts 360 program or just begnnng to evaluate 360 vendors, we are here to help. We provde free ntal consultatons and demonstratons. NEED more Informaton? If you need more nformaton on TBC s products and servces please contact: Global Headquarters 125 State Place Esconddo, CA USA From anywhere: Wthn the US: Fax: For a lst of our offces worldwde, vst Copyrght The Booth Company. All Rghts Reserved.