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Why
The INSIGHTMirror Has Emerged As One Of The
Finest 360 Assessments
In The World?
Four
Concise Reasons:
Ø
Takes the
administrative headaches out of multi-rater feedback.
Ø
A balanced
profile of both strengths to capitalize on, and
shortfalls to deal with effectively.
Ø
Highly
cost-effective for a 360º instrument with so many
outstanding features: “The INSIGHTMirror 360
. . . is the Rolls Royce of online 360º
assessments, at Honda prices.”
Government Training News
Ø
An Award
Winning Action and Planning Guide that accompanies the
360 Feedback Report. This Guide has received accolades
for helping people identify and utilize their strengths,
as well as assisting the Ratee to make it a habit in
using their own strengths more effectively.
Easy to
Use:
People at all levels of computer literacy have
successfully used our on-line assessment to choose and
personally invite Raters directly, send out reminders to
delinquent raters, and are reminded to check
their “Monitor Rater Activity Page” (MRAP) to see
which raters have not yet responded. From the MRAP
the Ratee can send friendly reminders to raters to
please fill-out their rater assessment.
Effortlessly Tailors Questions to Your Organization’s
Needs:
The INSIGHTMirror 360 has
the flexibility to easily modify (tailor) any of the
current questions, heading, sub-categories.
Supports
Detailed Comments:
INSIGHTMirror 360 allows feedback-givers to add comments for
each competency, and to respond to open-ended questions.
We encourage
Raters to write comments to specifically expand
on their constructive feedback,
Kudos in the
Written Comment Section:
Raters sometimes write comments with unintended painful
effects on the Ratee. INSIGHTMirror 360 specifically
states in the rater written comment section: You may
wish to offer suggestions; a compliment (kudos),
clarification, etc. We have all heard the aphorism,
“Often it’s now what you say, but how you say it.” As
for Kudos, Dr. William James, early 20th
century psychologist wrote,
“The deepest principle of
human nature is the craving to be appreciated.”
Amen
Ratee Feedback
Report Makes Sense at First Glance:
All questions are
formatted so that Ratees easily see how an aggregate of
Rater’s scores for each of the 64 questions. Our easy to
read format incorporate graphics showing the Ratee areas
of weaknesses, strengths, and blind-spots, as well as
how that Ratee “measures up” to the scientifically
generated norm for each question.
Our
Award Winning Action Guide:
Our clients tell us that
the INSIGHTMirror 360 features the most useful, down to
earth Action and Planning Guide in the country. Here’s
what Government Training News had to say: “The
INSIGHTMirror 360º Action and Planning Guide
effortlessly breaks the mold of dull workbooks and
boilerplate advice with very imaginative and humorous
ways of illustrating valuable information on
strengthening strengths and managing weaknesses.”
Our Action and
Planning Guide comes free with every Ratee 360 Feedback
Report.
More
Value-Added Features of the INSIGHTMirror 360:
• Next to the rater score
for each question there is a statistically based “norm
score” so Ratees can compare their score to that of our
control group demographically correct control group.
• Our
Group Reports
quickly shows the reader
where the strengths and weaknesses of their group
reside.
• Ratees have the option
to see how two of their supervisors scored them on each
of the 64 questions. We receive a great deal of positive
feedback from Ratees for our understanding many Ratees
do in fact report to more than one person.
• Ratees are e-mailed once a week four weeks the most
outstanding material from our Action Planning Guide to
reinforce this material. Each email contains the Ratee’s
personal top 7 strengths as a reminder of what is going
to get them to shine.
• Our Hot Line Link ensures Raters and Ratees have
answers to their emailed questions within 24 hours.
Administrators of their organization’s 360 program can
reach INSIGHTMirror by phone.
Three Interesting
Testimonials:
Ajai Singh, MBA,
resides in India and is considered by clients (including
several fortune 500 companies) to be one of the most
insightful leadership coaches in the world. He writes,
“I believe the INSIGHTMirror 360 to be one of the most
significant 360’s on a global scale. It gives my senior
executives very significant and specific feedback in
ways where they can most effectively utilize their core
strengths -- the secret to great leadership.”
•
Ajai Singh • Leadership Coach • Mumbai, India •
ajai.singh@vsnl.com
+91-22-66789691
"For the
past four years our leadership group has greatly
benefited from your on-line user friendly INSIGHTMirror
360. The feedback makes them keenly aware of both their
strengths and weaknesses in leadership areas that really
count. Your 360 is consistently mentioned by
participants as providing exceptionally relevant
information.”
• D.
Andersen is a senior trainer in one of the largest US
Federal Agencies. Because of Federal Government
regulations, we need to ask that you contact us first in
order to reach D. Anderson.
info@INSIGHTMirror360.com
“Considering the fact that my organization is populated
with incredibly bright, and independent people who are a
bit cynical about the soft sciences, your work through
the INSIGHTMirror 360 represents a significant step in
our leadership development program. I’ve have been
through some very expensive 360 initiatives, but none
has brought the accolades both from senior level
executives, as well as junior executives, as your
reasonably priced INSIGHTMirror 360. We plan to keep on
using it.”
• Mike Reingruber •
President, Information Sciences at Plexus Inc.
. ••••••
•
mreingruber@plexsci.com • 703-820-3339 .217
The INSIGHTMirror
360™ is
based on eight leadership skill areas based on the
written material and research of three of the most
respected management experts:
Ø
Marcus
Buckingham,
Ø
Peter
Drucker (1910 - 2005),
Ø
Warren
Bennis.
If we were forced to
sum summarize the wisdom of these three management
“gurus” in three sentences, they would be:
Exceptional
Managers Know:
• It within people’s strengths where opportunities
for exceptional performance lie.
• Managers need to help fellow workers manage
their weaknesses, because if they don’t learn to manage
those weeds they cannot keep the garden
beautiful.
• Decentralization as a
principle of organization shortens the corporate ladder
allowing people “closest to the action” to play a major
part in the organization’s decision-making process.
The Eight
INSIGHTMirror 360 Leadership Abilities
(1) Communication
Skills,
(2) Decision Making,
(3) Promotes Innovation And Change,
(4) Working Relationships,
(5) Leadership Skills,
(6) Coaching Skills,
(7) Utilizing One’s Strengths,
(8) Team Development.
Note:
More detailed information regarding each of these
Leadership Abilities are provided after the following
paragraph.
Within each of
these leadership skill areas are at least two specific
sub-skill areas. Skill Areas relating to the 64-question
leadership instrument give leaders a full array of their
strengths and weaknesses based on these eight powerful
attributes demonstrated by outstanding leaders. In
addition, there are 11 different areas where raters can
write in comments regarding the participant, enriching
the results of numerical feedback.
The INSIGHTMirror 360
report provides you survey results in these areas:
§
Scores from
the 64 questions
§
Your
strength areas
§
Areas
needing improvement
§
Your blind
spots
§
Summary
scores
§
Awarding
Winning Action and Planning Guide
§
Norm
Scores: for each
question there is a statistically based “norm score” so
Ratees can compare their score for a particular question
with our statistically sound control group of
INSIGHTMirror Ratees.
§
Four
refresher emails sent to each Ratee one week apart.
These emails remind the Ratee of their top seven
strengths and offers the most useful information from
The INSIGHTMirror 360 Action and Planning Guide.
§
Written
comments: 11 different areas where raters can write in
comments regarding the participant, enriching the
results of numerical feedback. If the client desires,
the written comment area can be “turned-off.” In
addition, if the client is worried about the nature of
written feedback comments, the client could screen,
(E.g., “x-out”) what they deem inappropriate.
§
The
INSIGHTMirror360 has the flexibility to easily
change all of the assessment’s current 64 questions,
8 Ability (or Competency Areas) and 18 sub-category
headings to meet each client’s needs.
The Eight
INSIGHTMirror 360 Leadership Abilities
000000000
-- in More Detail:
1.
Communication Skills
Skill Areas:
§
Communicates well
§
Deals
effectively with conflict
§
Manages
meetings well
The art of using words
effectively to impart information or ideas in ways that
resolve conflicts. Conducts constructive meetings.
Expresses facts and ideas in an understandable and
convincing manner. Listens well and considers other's
opinions before coming to conclusions. Refrains from
interrupting others.
2.
Decision-Making
Skill Areas:
§
Implements decisions effectively
§
Makes
good decisions
The process by which one
makes a conscious selection of a course of action among
available alternatives that is based on the best
information available. Such a selection or decision is
done in a timely manner appropriate to the challenge at
hand. Important characteristics of good decision-making
include: influencing others of a wise course of action,
carrying through on the course of action identified,
sound logic.
3.
Promotes Innovation and Change
Skill Areas:
§
Promotes
innovation
§
Is a
change agent - Helping people see change with an
appreciative eye; to look at what could be vs. what is
not
To create a work
environment that encourages creative thinking and
justifiable risk-taking. Being open to change and new
information. Adapting behavior and work methods in
response to new information, tolerating ambiguity,
changing conditions, or unexpected obstacles.
Identifying opportunities to develop new products and
services.
4.
Working Relationships
Skill Areas:
·
Develops effective working relationships
•
Demonstrates
respect for others
Creates an environment
that encourages input and feedback by attentive
listening. Positive responses and openness to
alternative concepts by valuing a diversity of ideas and
cultural differences. Maintaining good working
relationships with subordinates, peers, bosses, clients,
as well as internal organizational units.
5.
Leadership Skills
Skill Areas:
§
Establishes and conveys a sense of purpose
§
Integrity
§
Ownership/Delegates well
Creates a vision or goal
for one’s work unit and communicates it in a way that
motivates others to implement it. Empowering people by
sharing authority and delegating responsibility.
Actively builds staff's trust and commitment by
mentoring, fostering good working relationships, and
acting selflessly with integrity.
6.
Coaching Skills
Skill Areas:
§
Teaching
§
Mentoring - Offers guidance about how to succeed in the
context of what success means to the other party
Seeks out the very best
of "what is" in terms of another's values, beliefs, and
behaviors to help ignite "what might be." Helps people
clarify their career goals and actively develop skills
needed to achieve those goals. Continually challenges
people to improve performance while providing frequent
and helpful feedback.
7:
Utilizes the Strengths of Others and Self
Skill Areas:
·
Brings out
people's strengths/talents:
·
Uses own
strengths and talents to benefit organization:
As discussed on page 2, successful leaders focus most of
their time developing and using their strengths, and a
smaller portion of time trying to overcome their
shortfalls. Of course, you still have to work on
strengthening your shortfalls, particularly those that
have a significant impact on your productivity.
8.
Team Development
Skill Areas:
§
Is a
team-builder within own team
§
Is a
team player within the organization
Has the ability to
influence a group of diverse individuals, each with
their own goals, needs, and perspectives, to work
together effectively for the good of the team. Insures
that team members understand their roles and
responsibilities, while at the same time encouraging
mutual accountability for successes and failures. Works
cooperatively with other parts of the organization in
ways that builds trust, and creates synergy. |
