John Smith - Spidergap

1 john SmithYour feedback report and personal development planJune 2013 Your resultsPages 2-5 Your personal development planPages 6-7 Appendix: Detailed resultsPages 8-16 Your resultsThis 4-page summary brings together the feedback given about your performance by your line manager, 2peers, 2 direct reports and yourself. It will help you to identify the areas you want to improve in your personaldevelopment plan (on page 6).Summary of top strengths and areas to improveYour top strengths and areas to improve are listed below. Feedback was provided for 30 different areas youcan find the complete list of areas on the next top 5 strengths1. Motivating and inspiring2. Building networks3. Positive and professional4. Delegating5. Giving feedbackYour top 5 areas to improve1. Handling disagreement2. Seeking feedback3. Communicating clearly4. Listening5. Demonstrating self-developmentEach person gave you a score (out of 5) for yourcurrent performance for each of the areas in theassessment.

2 Your top 5 strengths are the areasfor which, on average, you were given thehighest person also gave you a score for yourdesired performance. The top 5 areas toimprove are those for which the gap betweenyour current performance and your desiredperformance is largest."Why was each person asked to rate my desired performance?"Your feedback assessment uses a technique called gap analysis. When using gap analysis, youcompare someone s current performance with their desired performance to see which areas need tobe improved, and by how person was asked to rate your desired performance (as well as your current performance)so that you can see how much each person thinks you need to that your desired performance for each area will vary based on your role and experience. Forexample, if you are a very new joiner to your organization, the desired performance might be Good at Listening and OK at Handling disagreement . Whereas, the expectations are likely to be higher ifyou joined the company five years ago and are now looking for another promotion.

3 Your top areas to improveAll of the areas you were assessed against are shown below. They are ordered by the average amount otherswant to see you assessedDesired improvementSmallMediumLargeHandling disagreementSeeking feedbackCommunicating clearlyListeningDemonstrating self-developmentThese 5 areas needthe mostimprovementDecision makingManaging peopleManaging timeAnalytical thinkingPositive and professionalCommunicating progressDeveloping strategyImproving performanceMotivating and inspiringSetting goalsYou can review all ofthe areas to see ifthere are others youwish to prioritize inyour personaldevelopment to changeBreaking down tasksDelegatingGiving feedbackIdentifying development needsInfluencingManaging riskPrioritisingBeing productiveIdentifies and solves problemsInnovatingSharing expertiseTaking risksTechnical competenceBuilding networksThese areas needless improvement andshould not be your of viewsUsing the table below you can see if people agreed with the average amount of desired improvement.

4 See thedetailed results (pages 8-16) to review their answers in more detail. Area assessedDesired improvement(average)Your viewLinemanagerPeersDirectreportsHandlin g disagreementSmallLargeMediumLargeSeeking feedbackMediumMediumSmallLargeCommunicat ing clearlySmallLargeMediumMediumListeningSm allMediumMediumLargeDemonstrating self-developmentMediumMediumMediumLargeD ecision makingSmallSmallMediumMediumManaging peopleSmallSmallSmallLargeManaging timeLargeSmallMediumMediumAnalytical thinkingMediumSmallSmallMediumPositive and professionalSmallSmallSmallMediumCommuni cating progressMediumSmallMediumSmallDeveloping strategyMediumSmallSmallMediumImproving performanceSmallMediumSmallMediumMotivat ing and inspiringMediumSmallSmallMediumSetting goalsSmallSmallSmallMediumAdapting to changeSmallSmallSmallMediumBreaking down tasksSmallSmallSmallMediumDelegatingLarg eSmallSmallMediumGiving feedbackSmallSmallSmallMediumIdentifying development needsSmallSmallSmallSmallInfluencingSmal lMediumSmallSmallManaging

5 RiskSmallSmallSmallMediumPrioritisingMed iumSmallSmallMediumBeing productiveSmallSmallSmallSmallIdentifies and solves problemsSmallSmallSmallSmallInnovatingSm allSmallSmallSmallSharing expertiseSmallSmallSmallSmallTaking risksSmallSmallSmallSmallTechnical competenceSmallSmallSmallSmallBuilding networksSmallSmallSmallSmallSmallMediumL argeThis column shows the averageamount of desired : We do not include your vieww hen calculating this averageYou can compare thedifferent views ofrespondents responsesYour responseYour responseOther responsesYour responseOther responsesWhat people said about youRespondents were asked to summarize your performance you can see their answers are this person's biggest strengths, and how should they build on these?Communicating and managing 've got a great attitude - always looking to develop yourself and others, andgenerally helping to motivate those around you. Keep it up!Generally a good managerAny more coaching would be welcomed!

6 john is good fun to work for and is often a strong good - I know you want to take the strategy course and think it'll be reallyuseful to supporting our teamWhat are this person's weakest areas, and how should they improve these?Time management - I need to realistic about how long things take and then managethe time (and reassess if tasks are taking longer than expected). I'd also like to buildmy leadership skills - perhaps taking the strategy sure to seek feedback from others - particularly your direct reports - early andoften!Focus on improving the communications - they're sometimes great but when they areunclear they can lead to time wastedWe should try to work more collaboratively towards setting the team's direction andworking towards it - it'd be great to invite more input from had the problem earlier in the year that was sorted out - looks like you've learntfrom it, but continue to make sure tasks are broken down the team understand thedirection you want us to take!

7 Do you have any other comments?(left blank)Good job this year!Your personal development planThis personal development plan is for you to fill in, either on your own or with your line manager. It isrecommended that you focus on 3-5 areas to improve:You can use the summary of results to identify the areas where improvement is most neededThe detailed results (on page 8) provide more detail where necessaryYou should aim to end up with a clear list of actions that you will take to improve your performanceArea to improveCurrent performanceTarget performanceAction(s) to takeHow and when I willmeasure my writtencommunications to mydirect reports (asunclear emails costing the wholeteam time!) sometimes my emailsare rushed clear,concise emails (andother documents) will focus onreviewing my emailsbefore sending, andI ll also take thedocument writingcourse our one month: Checkthat my direct reportsare happier with myemails!Next year: Ensure thatit is not highlighted asan area improvementin next year s 360!

8 The first row isfilled in as anexampleFill in yourown actionsbelowArea to improveCurrent performanceTarget performanceAction(s) to takeHow and when I willmeasure successAppendix: Detailed resultsThe detailed results give you a complete breakdown of the feedback given about feedback isgrouped into 8sectionsAt the top of eachsection, you ll see thescores provided andthe amount of desiredimprovementIf the section includedtext-based questions,the answers to thosequestions are shownbelow."What do the scores for current and desired performancemean?"For each area, each person gave you a score out of 5 for both your current performance anddesired performance. The meaning of each score is shown in the scale below:12345 Very poorPoorOKGoodExceptionalThe desired improvement is then calculated as the score for desired performance minus the scorefor current performance. An average gap of or more is considered large, and an average gap ofless than is considered small.

9 Your responseOther responsesPlanningCurrentperformanceDesir edperformanceDesired improvementAverage scores for 'Planning'Your goalsSets clear and realistic goals,w orking w ith others to ensureunderstanding and agreementYour view44 All manager44 Peers44 Direct down tasksBreaks dow n tasks intomanageable unitsYour view44 All manager55 Peers44 Direct and focuses effort onthe top prioritiesYour view34 All manager44 Peers44 Direct timeEffective at managing their time,taking on an appropriate w orkloadand providing sensible estimatesYour view35 All manager44 Peers45 Direct provide an explanation of the scores provided for 'Planning'My biggest weakness is time management, and this can have a negative impact onthe 've impressed with your ability to plan both your own work and that of your team! john seems to put adequate time into planning his often has problems breaking down tasks and so sets unobtainable goalsGood at prioritising and planning generally, however he can miss the finer responseOther responsesDeliveringCurrentperformanceDes iredperformanceDesired improvementAverage scores for'Delivering'Your productiveProductive both w hen w orkingalone and in groupsYour view44 All reports44 Communicating progressCommunicates progress andhighlights any issues or changesto the plan earlyYour view34 All and solvesproblemsEffective at identifying problems,breaking these dow n andproposing solutionsYour view44 All reports33 Technical competenceTechnically competent - able toproduce quality w ork and supportothers as expected of their roleYour view44 All manager44 Peers44 Direct provide an explanation of the scores provided for 'Delivering'Generally OK I think.

10 But I could improve how I communicate progress to the team (-this was raised an issue and discussed with the team, I'm working to improve it)All work packages have been delivered on 's productivity is good, but weakened by inconsistant communications ( emails and presentations) john is productive - though sometimes doesn't understand the technical aspects ofmy workReally productive and always ensures that our team has good visibility of the responsesYour responseAnalysis and decision makingCurrentperformanceDesiredperforman ceDesired improvementAverage scores for 'Analysisand decision making'Your thinkingDelivers clear analysis that leadsto logical, informed and objectivedecisionsYour view34 All makingMakes good decisions using theinformation available and anappropriate amount of furtherresearchYour view44 All manager44 Peers45 Direct to changeEmbraces opportunities to changew here beneficial to theteam/organisationYour view44 All manager44 Peers44 Direct reports34 InnovatingIdentifies and considers innovativesolutions w here appropriateYour view33 All provide an explanation of the scores provided for 'Analysis and decisionmaking'Generally I think I'm strong here.