People Skills Report Why a multirater Helps you understand others perceptions of your behavior These are neither right or wrongthey are what people use to decide how to work with you ID: 357302
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Slide1
Interpreting the People Skills ReportSlide2
Why a multi-rater?
Helps you
understand
others’ perceptions of your behavior.
These are neither “right” or “wrong”—they are what people use to decide how to work with you
Identifies
specifically
what is likely to increase your influence and effectiveness.
Provides
insight
into how to leverage your strengths and address potential
derailers
.Slide3
Considerations
Behavior
Derailers
are evident when an important behavior is overplayed or ineffectively displayed.
A strength Overdone becomes “noise” for leaders and typically reflects a lack of flexibility or a need for learning agility.
Knowing variations in perceptions between groups deepens awareness of impact on others.Slide4
People
Skills
Assessment
Based on fifty years of research on behaviors that matter at work and at home.
Allows raters to identify importance, frequency, and effectiveness of behaviors.
Provides an opportunity for examples and illustrations.
Does “heavy lifting” in analyzing your data through the use of various grids and summaries.Slide5
Three Dimensions
FREQUENCY
: Infrequent behaviors may need to be increased; Very frequently demonstrated behaviors may need to be turned down.
IMPORTANCE
: Not every behavior is critical to success at a given time or for a position. Knowing what each group feels is important helps clarify targets for performance.
EFFECTIVENES
S: Indicates behavior that needs to be developed.Slide6
Make sure this is your report.
Scoring Date is important. Raters completing after that date are not included.Slide7
Your report has 11 sections.
Each section is designed to help you both understand your data or to apply the insights.Slide8
Raters were asked to rate:
How
Frequently
you demonstrate a behavior.
How
Important
a behavior is to your success.
How
Effective
your behavior seems to them.Slide9
You are going to get
numerical
data which shows the averages of your raters for each behavior across all three dimensions: Frequency, Importance, and Effectiveness.
You will get
graphical
data using bar graphs and colors to show you the relative intensity of your ratings.Slide10
Two important considerations in looking at your data are the
number of raters
in each category (e.g. Boss, Peer, Direct Reports, etc)
and how much
contact they feel
they currently have with you.Slide11
For each kind of rating—Frequency, Importance, and Effectiveness– you have a summary report.
The summary report lists the scores from highest to lowest, providing both a graphical bar and the average of all raters (minus yourself).
The numbers in ( ) are associated with chapters from the PEOPLE SKILLS HANDBOOK: Actions Tips for Improving Your Emotional Intelligence.Slide12
Each Summary graph also uses colors to lists the rating averages in terms of groups of 25%.
The TOP 25% are gold.
The second 25% from the top are green.
The third 25% from the top are rated yellow.
The bottom 25% are rated red
.Slide13
Your group averages are provided. Using the same listing in order of highest overall average to least, you get the scores for Frequency, Importance, and Effectiveness in separate summaries.
You can quickly look for patterns within each rater group and across rater groups.
If a “5” was given, raters were asked if the behavior was “Over Done.” A (!) indicates an Over Done designation.
* Indicates a 3 point spread in a rater groupSlide14
Averages Up Close
Boss
Peer
Direct Report
2.89
3.25 (*)
4.32
(!)
3.01
4.01
3.56
Look at data patterns WITHIN a column to see Observer Trends. Does the observer group have a wide or limited range of scores?
Look at data patterns ACROSS categories to see behavior confirmations. Are the lows or highs similar across different groups?
Consider the number and content patterns associated with (!) or (*) designations. Is there consistent kinds of items with a three point spread or perceived overused behaviors.Slide15
To assist your analysis of the data, your overall ratings are provided on three graphs.
Each graph compares one of the following:
Frequency and Effectiveness
Effectiveness and Importance
Frequency and Importance
Ordering the ratings by groups of top to bottom 25%, you can see how the skills are viewed.Slide16
The graphs also use a
coloring system
to alert you to relative importance of the information.
Green
means the skills are viewed favorably.
Mauve
means the skills need attention (e.g. do more, enhance).
Yellow
means the skills need review.
White
means the skills are worth noting but are not apparently important at the moment.Slide17
Your Blind Spot report is based on a 1 point difference between your self rating and the average ratings for each group.
If you rated yourself higher than your raters, it may be a Blind Spot.Slide18
Your Hidden Strengths report is based on a 1 point difference between your self rating and the average ratings for each group.
If you rated yourself lower than your raters, it may be a Hidden Strength.Slide19
The
People Skills Library
has 54 skills which may be used in your multi-rater.
Usually, organizations use a
subset
of the People Skills Library to enhance focus on those skills that are mission critical.
Of the People Skills used in your report, you can see which are “golden” and which are “red” areas needing attention.Slide20
Raters are encouraged to provide examples and illustrations related to your strengths, barriers to effectiveness, and suggested advice for greater effectiveness.Slide21
A planning worksheet is provided to assist your analysis across ratings of Frequency, Importance, and Effectiveness.
These are guidelines and are intended to support narrowing your focus to those skills areas that will provided the most important outcomes for you.Slide22
A Goal Planning form provides you with a step-by-step way to tackle a development need.
You are encouraged to identify the
Benefits
of reaching the goal, the
Obstacles
to achieving the goal, and the
Resources
you need.
A step-by-step plan is encouraged.Slide23
In the event that you are also using the PEOPLE SKILLS HANDBOOK: ACTION TIPS FOR IMPROVING YOUR EMOTIONAL INTELLIGENCE, you will find these page references useful.
You can see action tips to help you reach your goal.Slide24
Thanks
Thanks for using the People Skills assessment.
Questions or comments are invited at: info@leadership-systems.com.