A 360° evaluation firmin verbrugge ere-algemeen directeur.

A 360° evaluation

firmin verbrugge ere-algemeen directeur

A 360° evaluation


Kijk om je heen in 360°

A 360° evaluation


Kijk om je heen in 360° maar breder dan voorheen

A 360° evaluation


Kijk om je heen in 360° maar doe het gefragmenteerd

A 360° evaluation zoek de antwoorden op de

vragen:

1ste : Begrijpt iedereen mij?

2de : Volgt iedereen mij?

Geven je een 360° evaluatie = zelfevaluatie


What it is about?

A 360 degree evaluation, or feedback model, collects and provides feedback on an individual manager's work performance from a variety of knowledgeable sources and stakeholders. In addition to an assessment by the direct supervisor, a 360 degree evaluation model also includes information from subordinates, peers, and customers and a self-assessment by the manager. It is the most comprehensive feedback of overall management style.


Remember Your Purpose

If your mission is : employee development, Het bieden van

ontwikkelingskansen aan werknemers

make sure feedback is provided.firmin verbrugge ere-algemeen directeur

Remember Your Purpose

Remember why you are asking employees to go through the 360 evaluation process. If your mission is employee development, make sure feedback is provided in a confidential, non-threatening manner. If participants feel threatened by getting feedback, they will be less open to receiving it. firmin verbrugge

ere-algemeen directeur

Delivering Feedback is important

You should start planning how feedback will be delivered before you even start gathering data.


Follow up!

Plan to follow up with another round of feedback anywhere from 6 to 12 months after the initial feedback is collected.


360° and my leadership styles

A 360 degree evaluation, or feedback model, collects and provides feedback (about my leadership styles ) on (my ) individual manager's work performance from a variety of knowledgeable sources ( from my teachers) . In addition to an assessment by the direct supervisor, a 360 degree evaluation model also includes information from subordinates, peers, and customers and a self-assessment .

It is the most comprehensive feedback of overall leadershipstyles.


Manager’s workManaging people is not a matter of manipulation.

It is about working with employees on a partnership basis to achieve the strategic goals of the organisation.


ManagementDefinition: The act of getting people

together to accomplish desired goals and objectives.

the big question: are your leadership styles

accepted by the employees, are they effective ?


Leadership styles

Think about this: Leadership styles guide managers!


Transactional leadership style

Management by exception passive:

Involves setting standards but waits for major problems to occur before exerting leadership behaviour.


Transactional leadership style

Management by exception active:

leaders who demonstrate management by exceptions active pay attention to issues that arise, set standards, and carefully monitor behaviour.firmin verbrugge

ere-algemeen directeur

Total quality management (TQM) leadership style

Five basic factors define the actions of an effective TQM leader: change agency, teamwork,continuous improvement, trust building and eradication of short-term goals.


Servant leadership styleInstead of occupying a position at

the top of a hierarchy the servant leader is positioned at the cente of the organisation.

It implies that the servant leader is in contact with all aspects of the organisation and the individuals.


Situational leadership style

The basic principle underlying situational leadership is that the leader adapts his leadership behaviour to the employees maturity and on their willingness and ability to perform a specific task.


Instructional leadership style

Instructional leadership can be defined as those actions that a leader takes or delegates to others to promote growth in employers’ learning.


Transactional activeTransactional passiveTransformational coachingTransformational charismaDecresses stressDistructiveParticipating


The questionaire

YES yes no NO

4 3 2 1

1 the leader helps the employees to achieve their goals 0 0 0 0

2the leader demands utmost confidence in her/ his

decisions 0 0 0 0

3the leader lays down the goals of the

employees 0 0 0 0


The results

transact pas transact acttransform

coach transform char decrease stress destructive participating

9,5 16 16,5 17,5 18 5,5 17


The graphic overview

0

2

4

6

8

10

12

14

16

18

transact pas transact act transformcoach

transformchar

decreasestress

destructive participating

Leidersprofiel


Overview employees / leader / standard

0

2

4

6

8

10

12

14

16

18

20

transact pas transact act transformcoach

transformchar

decreasestress

destructive participating

Leidersprofiel


Do not provide feedback in a vacuum: - Feedback can be very demoralizing if

it is negative. Often, feedback includes indications of both strengths and weaknesses, and it is easy for a recipient to focus on the negative, even if he or she is generally doing a good job.

- So, help directors to identify their

strengths & weaknesses and create a development plan that helps the director to act more effective.


A 360° evaluation

Hartelijk dank voor jullie aandacht !


A 360° evaluation firmin verbrugge ere-algemeen directeur.

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