Reverse 360™

Organizational Network

Analysis

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About Work Effects

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The CompanyOur Mission: to transform leader and

culture beliefs to align with business

strategy to create competitive advantage.

• Over 20 years of experience in

leadership and organizational

development

• WE help organizations to

leverage reciprocal trust

• WE inspire leaders to establish

purposeful culture

• WE align organizational culture

with business strategy to drive

performance and results

• WE hold expertise in creating the right:o Metrics: “You can’t change what you can’t

measure!”

o Methods: the change process and technology

o Movement: facilitation, training, and coaching

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Work Effects Philosophy

• We passionately care about what we do. Every organization is unique, and there is always a better way—one that is smarter, more efficient, more powerful, more practical, and more elegantthan what has ever been done before.

• We tailor our solutions and involvement to maximize your internal resources and help transfer knowledge while reducing costs.

• We do not subscribe to a one-size-fits-all approach. We embrace the journey of creativitywith our clients. Our reputation demonstrates the positive effects of our creative and collaborative approach to bringing about effective solutions.

Practice Areas

• Leadership Development

– Based on the 4R Model of Transformational

Leadership; provides tools such as

Revolution360™, Check-up 360™, Reverse

360™, and Leadership Training

• Culture & Organizational Effectiveness

– Health & Culture Strategy Workshop and Survey

help organizations to create alignment between

their culture and business strategy to build

increase competitive advantage and performance

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Clients

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Reverse 360

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• A multi-rater assessment where an entire organization or group participates in the process at the same time

• Raters choose who they would like to provide feedback for rather than participants selecting who to receive feedback from

Process

Typical 360 Process

1. Invitation to select raters

2. Rater selection

reminders

3. Selection of raters

4. Rater invitation to

provide feedback

5. Provide feedback

reminders

6. Survey cut-off

Reverse 360 Process

1. Rater invitation to

provide feedback

2. Provide feedback

reminders

3. Survey cut-off

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Advantages

• Cycle time reduced from 6 weeks to 2 weeks

• Feedback completely anonymous

• Item sets are significantly shorter / Survey length < 5

minutes

• Raters more qualified

• Higher participation levels

• Participants still receive individual feedback

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Reverse 360™

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Social Network Analysis Traditional 360 Assessment

Reverse 360™ Scoring

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• The more

frequently

someone is

rated, the larger

their perceived

influence

• Key influencers

or high-influence

individuals are

represented as a

larger node

Reverse 360™ Scoring

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• Scores are normalized

• +1 = if this was the highest overall ratings given by the rater

• -1 = if this was the lowest overall rating given by the rater

• 0 = all other ratings by the rater

• Scores for an individual participant are averaged across their related raters.

[ +1, +1, 0,0,0 = 0.4 ]

• Normalized distribution is used to determine the cutoff data points

• +/- 0.3

• Green = <0.3

• Yellow = -.0.3-+0.3

• Red = >-0.3

Case Study—SalesDevelops valuable client relationships?

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Case Study—TradersProperly manages the balance between risk vs. return?

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Case Study—ManagersPositively motivates team to achieve superior results?

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“Your results had

definite impact with our

management as they let

this manager go

immediately, and

everyone in the

department verbally

cheered as this person

has been cancerous to

the organization for over

20 years.”

Kathy Goldreich

SVP Learning &

Development

Citigroup

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Leadership Culture Performance Results

Trust. Transform. Perform.

527 Marquette Ave S, Suite 900

Minneapolis, MN 55402

www.work-effects.com

612.333.4272