checkpoint 360 overview

Profiles

CheckPoint360◦Developing extraordinary Leaders

©2013 Profiles International, Inc. All rights reserved.

www.profilesinternational.com

In order to best support employees’ Leadership Identification & Development as well as enhance their knowledge and their natural abilities, first you need to have diagnostic tool(s) to help you know exactly where:

-their strengths are, -what are the areas requiring improvement through proper TNA system

It has been found through research that:Some people are natural leaders in what they do. Others may not believe they have inborn skills

Moment of Truth…

There is a proven relationship between the success of the organization and the leadershipskills of its management.



The Profiles CheckPoint 360° competency feedback system is a: multi-rater Feedback process,

provides managers and leaders with an opportunity to receive an evaluation

of their Leadership performance from the people around them – their boss,

their peers, and the people whose work they supervise,

managers can compare the opinions of others with their own perceptions,

positively identify their strengths, and pinpoint the areas of their job

performance that could be improved.

A Leadership Developmental Solution



70 Leadership Behaviors

18 Leadership Skill Sets

8 Universal Management

Competencies

It measures…

Grouped in to

Grouped in to

Communication

Leadership

Adaptability

Relationships

Task Management

Production

Development of Others

Personal Development

Listens to Others

Processes Information

Communicates Effectively

Instills Trust

Provides Direction

Delegates Responsibility

Adjusts to Circumstances

Thinks Creatively

Builds Personal Relationships

Facilitates Team Success

Works Efficiently

Works Competently

Takes Action

Achieves Results

Cultivates Individual Talents

Motivates Successfully

Displays Commitment

Seeks Improvement



Identify Participants in

the 360

•Being Self, Peers, Subordinates & Boss(es)

Design an awareness

campaign to educate and inform key

stakeholders about the process &

objectives

•Through Email shots, workshops and/or printed material

Participants receive in their

email the invitation to complete the

360 survey

•After they have been registered in Profiles system

Each participant completes a

survey or more

Once a 360 is complete, Profiles

generates reports

•Multiple reports submitted to client with Top Confidentiality

The Process



The Process

Each participant or rater (self, boss, peers and subordinates) will receive in their email the invitation to complete the 360 survey.

The survey consists of 70 highly targeted questions.

Each participant or rater (self, boss, peers and subordinates) completes an evaluation, a process that takes about 20-25 minutes.

All participants are guaranteed anonymity (except for the 'boss' and 'self') and urged to be honest and objective in their responses.

Participants may complete their assignments via the Internet using their Smart Phones, Androids, iPads or any other media.

Results from all participants are compiled into a report that is returned to the manager ('boss') and Self.



THE IMPLEMENTATION

Self

Peers Direct

Reports

Boss

The

SEL

F

Manager receive

feedback from the full

circle of people whom

he interacts.

Web Based

Assessment

All input is processed

by Profiles Service

Center.

Survey Information

provided by Peers &

Subordinates is

completely confidential.Others



Motivate

Lead by

ExampleInspire

Provide Direction Coaching

Team WorkVision

Success



A comparison between how the Manager see himself compared to others participating in his/her evaluation; being Boss, Peers & Direct Reports

The chance to see the Degree of Alignment between the Manager and His/Her current Boss

The chance to read others comments about His/Her Leadership Personality and Ability in addition to inconsistency of perceptions among the raters

Identify Strengths and any Leadership Areas requiring improvement

Develop and embark on a Leadership Individual Development Plan



• CheckPoint 360◦ Reports have comprehensive graphs and

charts as well as narrative descriptions of the results to

help the manager read, understand, and effectively use

the data for self-development.

• They have been developed to present complex data in a

meaningful, simple and graphic way.

• They are structured to appeal to all types of users

revealing an increasing level of data page by page.

• The CEO will appreciate the overview given at the

beginning of the report whereas the manager/boss and

individual will need to probe into more detail.

• The report has a special personal growth section that

coaches the manager and helps improve performance in

development areas.

• The CheckPoint 360° Competency Feedback System is an

effective managerial development system that pays big

dividends in improved performance.

>>>Informative High Level Reports



The Checkpoint Management System multiple reports:

1. Individual reportUseful to the manager and the manager's superiors.Describes the manager's skills and competencies.

2. Management reportUseful to the manager and manager's superiors Provides a means of measuring a participant's progress in developing leadership qualities and management skills.

3. Executive OverviewUseful for employee.Compares the feedback from managers with self-reported data.

4. Leadership Charisma Reportprovides two perspectives on your current Leadership Charisma

5. Comparison ReportsProvides a comparative analysis between 2 separate rounds of 360 per Manager to compare previous result with current result



0

1

2

3

4

5

Favorable

Zone

3.5 – 4.25

S

S

S

S

SS

S

S

Self’s

Rating AA

A

A

AA

A

A

All Observers

Rating

GAP

>>>Executive Overview

The Norm based

on research

covering 40,000+

Managers



Current Rating

1

Never

2

Seldom

3Sometimes

4

Usually

5

Always

Self 3.50

Boss 3.00

Direct 3.00

Peers 2.75

All 2.80

>>>Ratings per Reference Group



>>>Development Summary & the IDP



The Individual Development Guide

The most significant development opportunities take place on the job and are totally under the control of the Manager. To begin the process of growth, the Profiles 360 helps the Manager apply the K-S-S Method:

K actions you should KEEP doing, which are things you already do well. KEEP doing them!

S actions you should STOP doing. As you analyzed your Feedback Report, you recognized behaviors that bring negative results - this is an indication of something you should STOP doing.

S actions you should START doing. You have learned things you could be doing to enhance your effectiveness. START doing them at the earliest opportunity. As you add to your knowledge base and acquire ideas for better leadership performance, form the habit of doing them. Make START doing a regular part of your development process.



What is the value to Subordinates and Peers?

They will have the opportunity to put forward your perception about their direct supervisor/Peer in a structured and objective manner

They will have the opportunity to add their comments about their Supervisor’s/Peer’s Leadership Skills and Competence level for the purpose of development

By participating in the process of Developing the Skills And Competencies of their supervisor/Peer, they are benefiting directly from the positive impact that the Manager’s development will have over Leading and Empowering the team

In addition to many more…

Sample of an email invitation

Link will take you to your survey page

Ensure that you select your preferred language and then click on the right side button before you click “Continue”

Survey Page

Just follow the screen instructions



•Commitment to Process monitoring & action

Senior Management

•Checkpoint process

•Report understanding

•Feedback training

Intro & understanding of

the process

•Take the first Checkpoint

Managers/Leaders

•Review & Feedback

Results delivered

•Match Leaders with organization's vision and strategy

Succession Planning

•Customized program specifications for higher ROI

Training & Coaching

•Comparative report

Second round of

Checkpoint

•Measure progress & identify changes in Leadership skills/competencies

Training & Coaching

(12 to 18 months)

Comparison Analysis between previous and current year

•Progress

•Strategic changes & improvement

Executive Analysis

•Prepares

•Deliver

•Vision, mission, strategy, culture

•Plan for follow-up

DEVELOPMENT OPTIMAL PROCESS



360 Technical Specifications:

•Time to Take: 20 - 25 minutes per rater•Administration: Online or Pencil / Paper •Languages: 33+ including Arabic•Report Types: Individual & Organizational Reports•Results Turnaround: Instant upon completion of all raters•Investment Fees: Please ask your sales representative



We highly recommend launching an awareness campaign targeting the raters. Campaigns are typically through

emails but would also include face to face workshops with the Selves and the Bosses. The Campaign would include:

What is the 360

What is the objective(s)

What does it measure

What is in it for you as a Self and a Boss

What is in it for the Company

Who will receive the reports

How are the reports going to be used

A typical 360 would involve the participation of:

Self

Boss(es)

Peers

Direct Reports

And in some cases “Others”

Profiles 360 system can accommodate up to 40 people in total

A minimum of two (2) Peers and/or two (2) Direct Reports are required

A maximum of 3 Bosses can be added

A good size 360 would consist of:

Self

1 Boss

4 Peers

4 Direct Reports

There is no ideal number of participants for a good outcome. Never the less, the larger the number of people rating

a Manager the better the results. Although this is true, below are potential challenges:

The amount of time it will take to follow-up with all participants to complete their surveys

Some risk is involved in the selection of the raters. Meaning, a person may end up receiving an invitation to

rate a Manager that he/she has no interaction with; hence cannot rate objectively

The Success Factors

checkpoint 360 overview

Leadership & Management