How To Get Feedback From Tma 360 Degree Feedback Workbook

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1 Maximize TMA 360 degree feedback Thank you for using TMA 360 degree feedback 360 degree feedback is a powerful tool, but should be used properly. Read this workbook carefully before you start with 360 degree feedback. The workbook is designed to maximize the benefits from your investment. 360 degree feedback online combined with this workbook easily lets you manage and control your personal development goals. TMA 360º feedback Flexible and online

2 What is 360 degree feedback?. And what is 360 degree feedback not? 360 degree feedback is a way to get accurate feedback on your behavior and attitude in your daily work. TMA 360 degree feedback is based on competencies. Competencies include behavioral examples that are important to successfully perform your particular job. TMA 360 degree feedback asks you and your chosen assessors to reflect on your behavior by means of a series of questions. The report you receive at the end of this process is an overview of the responses of the assessors and your own reflection. Also, your assessors were asked to supply open feedback on your strengths and weaker areas. Chosen competencies from TMA competency library need to be as close as possible to the skills that are important in your daily work. Some competencies are important for everyone to be successful, some competencies apply specific to your daily work. It is also possible to request feedback on competencies on which you wish to develop yourself. 360 degree feedback is about your self image versus the image that others have of you. 360 degree feedback brings these differences and similarities structured into view. 360 degree feedback is therefore a powerful tool to clarify your own blind spots. 360 degree feedback gives you the opportunity to improve yourself and formulate clear development points. 360 degree feedback can be used to determine your training and development needs.

3 What is 360 degree feedback?. And what is 360 degree feedback not? But 360 degree feedback is not a Psychometric psychological instrument. It is only a structured way to assess your behavior. 360 degree feedback should not be used in an appraisal situation. It is specifically designed to assess development needs. 360 degree feedback only makes sense if seriously dealt with supplied feedback. It is important that you invite your assessors to be honest, even if the truth is not always nice to hear.

4 Use of TMA 360 degree feedback For responsible use of TMA 360 degree you ll need to ask yourself: a) Who will be my assessors? b) Optional: To which (additional) competencies would I like to receive feedback? Selecting of assessors It is tempting and easy to invite people that will tell "something nice" about you. However, we recommend to invite a number of critical assessors. If you really want to use this opportunity to receive feedback, seek people: a) That actually observed your behavior in the workplace b) Have a realistic view c) You trust It is always possible that you offended somebody in the past. Think carefully who you ll invite as assessor! Fixed competencies or freedom to select competencies Start the process Your job description may contain certain mandatory competencies, but it may also be that you have (partial) freedom to choose from other available TMA competencies. These competencies are measured with behavioral examples which should be important for your (future) job. Think carefully on what skills and competencies you wish to develop yourself in case you have freedom to choose these one or more competencies. In case your selected competencies have been set before, you will receive an with credentials from TMA with which you can logon to the site, invite assessors and reflect on your own competencies.

5 Invite Assessors With these credentials, you can add, remove and edit your desired assessors and check the status of your process. Make sure you use the correct addresses of your assessors. TMA 360 degree feedback will sent reminders to assessors if they have not (yet) contributed feedback. You can invite up to 10 assessors. Enter the details of your desired assessor and click Invite. Your desired assessor will receive an with all relevant information instantly. Until your assessor has supplied feedback you can remove this person from the list and add a substitute assessor instead. NOTE: TMA will only supply your personal report when you have reflected on your own competencies! Status process The moment your assessor has supplied feedback his online status will change from Has not supplied feedback to Finished Report The final report you will receive from your manager/coach/advisor. He/she will discuss the results with you. If applicable you can download your personal feedback report from TMA Portal in pdf format.

6 The results This section of the workbook helps you interpret your report and consists of 8 parts: Format of reporting First reaction to the results Closer assessment of the results Strong points/talents Development points Strength - weakness assessment Competency assessment SMART PDP / Action plan Format of reporting The report goes from general to specific. This means that your own reflection on competency level is compared against all others. Following pages describe results at behavioral level and per type of assessor level. Your reports becomes more and more descriptive at the end.

7 First reaction to the results In the grey area you can supply your first reaction to the feedback. Is this the feedback you expected? Why or why not?

8 n TMA 360 degree feedback workbook Closer assessment of the results We will now look at the specific parts of the report Score 5 Good: Strong degree of competency; more than sufficiently developed. Score 4 Satisfying: Satisfying competency is frequently demonstrated and further development might not be needed. Score 3 Moderate: Score 2 Weak: Moderate competency is periodically demonstrated; there is ample scope for development in this area. A weak degree of competency has been developed; requires considerable investment to develop further. Score 1 Insufficient: An insufficient level of competency has been developed; significant investment is required to achieve essential development. Explanation survey General survey The cumulative score for all competencies surveyed is displayed in the web chart. This provides complete insight into the results of your self-assessment as well as the results from feedback given by your selected feedback giver(s). Large differences (more than 1 point difference) are worth analyzing further by referring to the Detailed survey per feedback giver or Survey of competency. Detailed survey per assessor The detailed survey shows the scores of each feedback giver per competency measured. This will give you valuable insight on differences between scores from the subject, colleagues, direct reports, co-workers, customers or other assessors.

9 Closer assessment of the results Strength weakness assessment This section shows the strengths and weaknesses of the subject s behavior in daily work as perceived by others. Under strengths you will find the 10 highest scores on examples of behavior. Productive behavior is frequently shown and non-productive behavior (indicated with the word inverse next to the example of behavior) is seldom shown. These examples of behavior are a productive contribution to the competency and the subject s behavior in daily work. Under weaknesses you will find the 10 lowest scores on measured examples of behavior. Productive behavior is infrequent as opposed to frequent non-productive behavior. These examples of behavior present scope for varying degrees of improvement. Survey per competency This survey provides all the results for each competency. For each competency surveyed, you can analyse the scores per item and view your highest and lowest score for each. Respectively you will find: the definition, the scores per feedback giver, and the scores per example of behavior. On the right side of the chart you will see the GAP analysis. In the GAP analysis, the variance between your self-assessment score and that of your feedback giver(s) is shown. Scores lower than -1 or higher than +1 indicate that there is a significant difference between your self perception and the perception of the other(s). Personal Remarks The responses and recommendations provided by your feedback giver(s) are displayed in the Personal Remarks section.

10 Strengths Strengths are competencies in which the self-image matches the image that the environment has of this competency. Your strenghts are the competencies that have the highest overall score.

11 Development points To be developed competencies are competencies where the self-image does not match the picture which the environment has of this competency. To be developed competencies are those where the overall score is low.

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