What is Perspectives 360?

Perspectives 360 is a simple and effective time-efficient management web-based 360 skill assessment and feedback system that  focuses on improvement and results. The power of Perspectives 360 comes not from being easy-to-use, nor its simplicity.

The power of Perspectives 360 comes from the fact that the feedback report provides managers with a concise, practical, focused, crystal-clear report based upon the views of the people who know them best – the people with whom they work!

Rarely do managers get the opportunity to see themselves from the perspective of others. With Perspectives 360, managers see themselves as others see them, in a non confrontational and constructive way. More than that, managers improve their performance immediately by implementing the practical and personalised development suggestions that are an integral part of the feedback report.

Why should you choose Perspectives 360?

Here are four simple reasons:

• Perspectives 360 is a secure and proven web-based 360 assessment and feedback system
• Perspectives 360 is a cost-effective management development tool capable of delivering a return on investment
• Perspectives 360 is a fast and effective system designed to provide detailed skill needs analysis for both individuals and management teams
• Perspectives 360 reports are crystal clear, concise and easy to understand packed with practical, personal development suggestions for managers that drive performance improvement

Why is Perspectives 360 effective?

Firstly, Managers achieve results through the people with whom they interact, therefore their feedback is invaluable. Secondly, the behaviours adopted by a manager ultimately determine the effectiveness of their working relationships
and impact on their ability to deliver results, so changing choice of behaviour is key.

Perspectives 360 requires managers to nominate the people whose opinions they value (colleagues, team members and senior management), to complete an on-line questionnaire about them comprising 75 management behavioural
statements. Once completed, the responses are aggregated, analysed and used to prepare the Perspectives 360 feedback report.

With the help of a trained Perspectives 360 Facilitator managers reflect on the feedback and learn to make conscious choices about which management behaviours to use in which situations, hence impacting on performance in the workplace.

The Perspectives 360 report contains two easy to understand charts, supported by a single page for each Core Management Skill. The report is clear and concise yet sufficiently comprehensive to focus on what actions need to be taken to improve performance.

Perspectives 360 provides a framework for assessing management skills. It is designed to provide you with feedback from the people who know you best: the people with whom you work. This report summarises the results of your assessment and is intended to help you identify your management strengths as well as some areas for development.

The report comprises an analysis of your scores together with an explanation of your results and some suggestions to help you to improve your management skills. The Specific Skills Profile compares your perception of your management skills with that of the colleagues who also assessed you: where you see any significant differences between the two profiles, you might like to reflect on why that might be the case and what action you could take to rectify this difference of perception. Below is a summary of how people perceive you in each of the Core Management Skills.

CORE SKILLS PROFILE

SPECIFIC SKILLS PROFILE

CORE SKILLS ANALYSIS (SAMPLE REPORT )

Planning Skills

Managers are responsible for the efficient use of organisational resources including people, plant, equipment and supplies. The effective use of such resources requires managers to devise, communicate, implement and monitor plans to achieve organisational aims and objectives.

Planning is broken down into Specific Skills. Each Specific Skill is described below and is followed by an explanation of how your colleagues perceive your performance in this skill area. To improve your performance, a development action based upon your current performance level, is provided for each of the Specific Skills.

Developing plans: Prioritising and organising work activities in-line with organisational aims and objectives
Your assessment shows that you:

• Need to make more time to ensure that your plans are clear and well-constructed
• Need to check that an adequate supply of resources is always available
• Are able to prioritise activities to meet objectives, but need to be more consistent in this area

Development Action: To improve your planning skills, break down your objectives into a list of tasks. Adopt the PDA model: Plan, Decide and Act. Start by talking to other people, especially those in your own team, to find out if they have ideas which you might build into your plans as this will help to gain their commitment to your plans. Always ensure that you commit your plans to paper so that you have a record of what needs to be done.

Monitoring performance: Monitoring and reviewing performance against organisational aims and objectives
Your assessment shows that you:

• Rarely monitor progress against plans
• Normally take action when performance is below the standard you expect
• Check the quality of work and progress against plans, albeit infrequently

Development Action: Make time every week to monitor progress against plans. This will help you to identify what action you need to take to get your plans back on track and to re-prioritise activities and the availability of equipment, supplies and people, thereby improving productivity and efficiency. Using your diary, schedule the dates on which you will monitor progress against plans.

Focusing on results: Maintaining a focus on achieving organisational aims and objectives
Your assessment shows that you:

• Work steadily towards achieving objectives
• Sometimes remind others of plans and objectives
• Will sometimes adjust plans when objectives are not being achieved

Development Action: Whilst plans are important, do not be frightened to amend them if you are not achieving the results you expected. If you have identified clear measures of performance when you devised your plan, you will know if action is needed, so do not delay taking action immediately to ensure you achieve your objective use the STAR formula – STOP, THINK, ACT and RESOLVE.

Managing change: Planning for and implementing change to achieve organisational aims and objectives
Your assessment shows that you:

• Often omit to let people know when there are changes to plans
• Must ensure that people understand the reason for changes
• Normally identify situations where change is needed

Development Action: When you have to make changes to plans, make sure that you inform people as soon as possible. If you think some people might be anti-change, draw up a list of those likely to be for and against it and decide how best to inform them of the changes.

Managing improvement: Taking action to improve performance by acting on the lessons from past successes and failures
Your assessment shows that you:

• Identify new and improved ways of doing things and put your ideas into action
• Tend not to make the same mistake twice because you learn from mistakes
• Are open to ideas about improving systems and procedures

Development Action: In order to learn from mistakes, jot down the main learning points when you take time to review plans. Ask yourself, what worked well, what could have worked better, what could you have done differently?

Perspectives 360 is a flexible, easy-to-use web-based 360 skills assessment system to improve the performance of both experienced and newly appointed junior to senior operational managers with responsibility for two or more team members

Knowledge & Skills Base:

Drawn from the UK National Occupational Standards for Management

Scope of Tool:

This assessment tool covers the 6 Core and 25 Specific Management Skills:

Perspectives 360 is a flexible, easy-to-use web-based 360 skills assessment system to improve the performance of both experienced and newly appointed junior to senior operational managers with responsibility for two or more team members

Fees: $180.00 per user with unlimited assessors

Group Discount available for Corporate.

Please Contact Us for your complementary offer. Terms & Conditions apply.

Fees Include:

• Free briefing to manager and assessors
• Online administration of P360 assessment
• Comprehensive Report
• Support on using P360 Report and assisting on Development plans
• Support and assistance on Continuous Professional Development (CPD)