Individual Instruments and Assessments | Coaching | Mentoring | 360 Feedback | Career Planning and Development By Amanda Jones, Chris Hulett, & Jessica Huynh Part 1: Introduction Brief overview of the set of interventions Individual Instruments and Assessments - Amanda Jones Coaching | Mentoring | 360 Feedback - Chris Hulett Career Planning and Development - Jessica Huynh Part 2: Intervention Details Chris - “What is coaching?” Definition: Coaching is a one-on-one intervention in which an individual works to improve a specific personal, interpersonal, or skill area, or to take actions to reach a desired future goal, working with a facilitator on the process of personal change. Chris- “In what situations would coaching apply?” ● ● ● ● ● ● Leadership- Focused on “high” potential. (Managers) Executive- (CEO) Skills- Focused on on specific task. Performance- Focused on job functions of a client more broadly. Development- Focused on developing clients for future roles. Executive Agenda- Coach acts as a third-party observer to assist the executive with business decisions. Chris- “How does coaching work and what are the components?” Coaching implements methods and or strategies to an individual in learning to better develop their skill set for personal gain or organizational. Key Components of coaching are: ● ● ● ● ● Skill Training Coach-Client Relationship Problem Solving Transformational Processes Action Planning A Practical Method to Effective Coaching. https://youtu.be/628AGudM17s Chris-”What are the underlying concepts behind coaching? What are the implications of these concepts for the application of coaching?” Concepts: ● ● ● ● ● ● Skill Development Basic Training Understanding Concepts Openness to Questions Representation Naturality Chris- “What would be the keys to successful implementation of the intervention?” ● ● ● ● ● ● Have great communication. Offer encouragement and support. Take time to listen Build Positive environment Listen actively Let people figure things out for themselves. Amanda - Individual Instruments and Assessments “The evaluation or estimation of the nature, quality or ability of something or someone.” - Assessments Goal of Individual Instruments: “To provide individual feedback to participants in any number of areas.” Amanda - Examples of feedback areas Examples of Feedback ● ● ● ● ● Conflict style Leadership style Personality style Learning style Work aptitude tests Amanda - Examples of Common Individual Assessments Myers-Briggs Type Indicator DISC Assessment Amanda - Examples of Common Individual Assessments Cont. Thomas-Kilman Conflict Mode Instrument FIRO-B Instrument Amanda - Individual Instruments 1. 2. 3. 4. Often referred to as “tests” Are completed individually Can be taken online or handwritten NO right or wrong answers Amanda - In what types of situations would the intervention apply? Individual Growth Team Building Self-Assessments Recruiting & Promotions What areas to study in education Family settings Amanda - Why Individual Instruments? Individual instruments give participants language to describe their behavior, style, and preferences. Results can be applied to a team setting as well. Non-judgemental, low threatening and respectful way to gain selfawareness and knowledge. (NOT a clinical diagnosis) Fun, non-threatening way participants can learn about themselves and grow. Amanda - Key concepts for interventions 1. 2. 3. 4. 5. 6. Decide who the target is for the intervention Choose the right intervention for the individual/situation Review/Understand the results Share the results to understand individually Share the results to understand as a team Apply results individually or as a team Amanda - How to be successful with this intervention? Take the assessment yourself. Be well informed about the assessment & how to explain results. Explain that there is NO right or wrong answers. Explain the importance of honesty when answering questions. When delivering results be understanding and non-judgemental. Amanda - How does the Assessments intervention work? ● The assessments are taken individually and then later discussed for understanding. Results can be discussed in a group or individual setting. ● Questions can have a rating scale format. Answered by how much you agree with the statement. (Examples: rating of 1-5, Strongly disagree-Strongly agree) ● Depending how the questions are answered the end result will vary. Let’s take a moment to consider … https://youtu.be/lN7Fmt1i5TI Amanda - Final Thoughts People can change and develop with time and experience. These assessments are not meant to be used to label people or excuse bad habits. It is possible to take the assessment and get different results based on answer choices. If so one of two things happened… Questions were not answered honestly the first time or change has taken place. People react differently to results. Administrators must be kind and accommodating. Intentionally creating a safe space. Benefits can happen! Individuals that learn to see that their preferences have strengths and weaknesses, and can see that these strengths and weaknesses exist in their colleagues as well. Chris - “What is mentoring?” Definition- A mentor is a counselor, adviser, and teacher who usually works in a one-on-one relationship with a protége. Maclennan (1995) defines a mentor as “someone available for the performer to learn from” as a teacher, role model, or expert. Chris- “In what situations would mentoring apply?” ● ● ● ● ● ● ● ● Junior seeking advice from Senior (Scholastic) Siblings (Older) CEO/Manager retiring and Assistant interested in sed role. Celebrity starting a youtube channel on how to become Tik Tok famous. Elder friends/Family Ted Talk Author (Autobiography) Teacher (Scholastic) Chris-”What are the underlying concepts behind mentoring? What are the implications of these concepts for the application of mentoring?” What Mentorship Really Means |Book Club with Simon https://youtu.be/VngMzRhLYFs Concepts: ● ● ● ● ● Cultivate social skills (Confidence) Foster collegial relationships (Networking) Skill Development Build key analytics (Hard Skills) Expand job field knowledge Chris- “What would be the keys to successful implementation of mentoring?” ● ● ● ● ● ● Have great communication. Offer encouragement and support. Be open to change over time. Have a moderate mentality Be open to new ideals. Let people figure things out for themselves. Jessica -Career Planning and Development Career planning and development will help guide you when you start to consider career changes through the process of determining your career goals, the qualifications and skills needed to achieve your career goals, and the steps you need to take to accomplish this. Example: Front desk Front desk supervisor Manager Jessica - Types of situations would the intervention apply Individuals in different stages in life that are looking for a change in career status, career growth, or development. The Classic View: Stages of the Career ● ● ● ● ● ● ● ● ● Growth, fantasy, exploration Entry into world of work Basic Training Full membership in early career Full membership in mid career Mid Career crisis Late career Decline and disengagement Retirement Jessica - Working with the intervention ● Individual assessment helps with career choices ● Choosing a Career Direction and Identifying Work Interests ○ ○ ○ ○ ○ ○ Realistic Investigative Artistic Social Enterprising Conventional ● Setting Career Goals ○ Executive Career Planning & Performance Development - YouTube ● Developing Career Transitions and New Employment Relationships ● Choosing a Career Direction and Identifying Work Interests Jessica - What is your personality traits? Jessica - Concept of Career Planning and Development ● ● ● The concept of Career Planning and Development originated from businesses wanting to balance what employees want for career growth and personal development and what the business needs are considering its business goals. Before: Promotions and Moving up in Management Level Now: Work and Life Balance Jessica - Keys to successful implementation of the intervention ● Identify your career goals ○ ○ ○ ○ Know yourself Determine your skills Identify area of interest Compare and explore options ○ ○ Develop a career action plan Find a mentor - connect with people in your area of interest ● Make a choice ● Set “SMART” Goals ● Stay motivated ● Prioritize your goals Chris - “What is 360 Feedback?” Definition-Multisource, or 360 feedback are methods by which individuals can receive feedback from a wide range of people with whom they work. This type of feedback can be a powerful source for personal reflection and change, and it became increasingly popular in the 1990s, prompted in part by trends toward gathering more customer feedback as well as a Fortune magazine article that proclaimed that “360 feedback can change your life” (O’Reilly & Furth, 1994). Chris- “In what situations would 360 Feedback apply?” ● ● ● ● ● ● Developing Senior leaders- Investing in senior leadership development is likely the most common use of 360 feedback. Executives often welcome the opportunity to better understand how their leadership approach is impacting others, and where they have room to make strategic adjustments. Supporting low Performers- Sometimes an under-performing leader needs some additional support and attention. 360 degree feedback (especially when accompanied by a one-on-one debrief) can help provide the actionable feedback and momentum they need to turn things around. Developing New Leaders- One of the hardest transitions for an employee is from an individual contributor to a first-time manager. New skills are required and a new understanding of how their actions and words can impact another employee’s performance. 360 degree feedback can help new leaders adjust to their new role and the influence they have on others. Anonymous Questionnaire Gossip Yelp Via: https://decision-wise.com/uses-of-360-feedback/ Chris- “How does 360 Feedback work and what are the components?” The ideal Of 360 feedback is that “observations obtained from multiple sources will yield more valid and reliable (and therefore more meaningful and useful) results for the individual” (Church & Bracken, 1997, p150). When peers, subordinates, supervisors, customers, and others all offer feedback on a single individual, the individual can observe common themes and consistent ratings that can transcend any individual situation or relationship. Moreover, it can be instructive to sort out ratings by respondent type to learn whether feedback from peers differs from that of a supervisors or subordinates. Degree a Nutshell | AIHR 360 360 Degree FeedbackFeedback in a Nutshell in | AIHR Learning Bite Learning Bit 360 Degree Feedback in a Nutshell | AIHR Learning Bite https://youtu.be/MaT4weXbezw Chris-”What are the underlying concepts behind 360 Feedback? What are the implications of these concepts for the application of 360 Feedback?” Concepts: ● An Increased awareness of appraisers expectations- The 360 feedback process can help to make explicit the unexplored or tacit assumptions and expectations that we have of one another. ● Improvements in work behavior and performance-Antonioni (1996) writes that research shows greater improvement when feedback data are reviewed with a trained coach who can help participants analyze the feedback and create action plans. ● Increase in management learning- Managers as a whole may see patterns in responses to see how the organization as a system may need to be changed in addition to personal change for any single individual. PART 3: Integration Explain how you would choose between the different interventions or components of the interventions you studied. We would be able to choose between the different interventions by having clear stated objectives in the beginning. Through proper understanding we will know what we are wanting to achieve, then choose an intervention that best suites the goal we are trying to reach. In Order to select the right intervention we must have knowledge in a variety of interventions and models, then choose the one or more that bests fits. Explain and provide examples of how the intervention(s) would be applied, preferably based on actual organization experience with situations similar to the intervention (positive and negative) if possible. Positive: Career planning and development - Continuous growth in the company in addition to work and life balance. Career planning and development can be applied at any stage in your life where you are wanting to make a shift in careers. Individual Instruments & Assessments - This intervention can be applied in an organization at hiring. I have worked for one company that made us take a personality test to see if the job was a right fit. I was able to get the job because my results reflected the need of the business and matched up with the position I was applying for. Coaching | Mentoring | 360 Feedback-360 feedback at HEB has been applied when I first started trying to branch out to other jobs within the company. My manager Stephanie asked the store manager about me, then asked a few of my pass managers about me before finally signing me off to the Cross Functional Rep. position. She asked around before giving the decision. Good thing I was a great partner! Explain and provide examples of how the intervention(s) would be applied, preferably based on actual organization experience with situations similar to the intervention (positive and negative) if possible cont. Negative: Career planning and development - With no desire for growth you may be stagnant in your position. Individual Instruments & Assessments - For that same job that required personality tests. I had seen people get turned away because their results were not reflecting what the business wanted. This person was more than qualified for the position with experience from other companies but because of not being able to understand the questions he was not pushed through to the next level. You can miss potential talent! Coaching | Mentoring | 360 Feedback - Working at amazon I couldn't get promoted due to my biased co-workers. Basically I was sabotaged within the organization due to being in bad standing with my assistant manager. Feedback from her was vital and due to 360 she spread rumors to the other workers making it seem like I was a bad worker. Manager always listens to the workers and assistant when it comes to 360. Discuss the positive and negative aspects of your intervention(s) and what impacts you believe they would have on an organization. Positive: Career planning and development - Educating yourself and wanting to thrive will lead you to what you want out of your work and life; the impacts it will have in an organization is that your employer will see your initiatives and want to invest in you even more. Individual Instruments & Assessments - I think that these assessments used appropriately would benefit an organization tremendously! This is a great way to get to know your current talent so you can strategize and grow employees from within. This can also be seen as a perk and continual growth opportunity. Coaching | Mentoring | 360 Feedback - 360 feedback within an organization gives a trainee/employee a little wiggle room when it comes to promotions, feedback, and and growth within the job field. If you are doing your job correctly while also being an outstanding co-worker then 360 feedback is great. Discuss the positive and negative aspects of your intervention(s) and what impacts you believe they would have on an organization. Negative: Career planning and development - A negative aspect in an organization point of view may be that they think you are leaving the company and may not want to assist in your development or a person in your aspiring position may feel threaten that you are out to get their job. Individual Instruments & Assessments - Not everyone is comfortable with getting to know who they are and how they think. If they think of these assessments as tests and Pass/Fail or Good/Bad then the assessments could make employees feel threatened or think they are disqualified for a position because of the results. They could feel that the results put a label on them and limit their potential. Coaching | Mentoring | 360 Feedback - 36o has a side effect of bias. You can make a group mad and that be the end of anything you had going. You really gotta stay clean when it comes to 360. Cannot get in the red with anyone cause people hold grudges. Amanda- Make a reflection on your overall learning about the intervention by presenting three key takeaways supported by a logical rationale. Take Away #1: Not every intervention is the right answer for every situation. Also, not every assessment is 100% correct forever. We change and grow and so should our mindset/personality over time. You have to diagnosis the issue in context to properly choose the right intervention. For example 360 feedback might not be the appropriate solution for a young leader who is just starting out. I would suggest they start with an assessment to better understand who they are so they can build upon that knowledge. Jessica - Make a reflection on your overall learning about the intervention by presenting three key takeaways supported by a logical rationale. Take Away #2: Determine what you want in life and explore different positions while you can. It is okay to not want to stay at a company or position that does not feed your needs. Take the time you know yourself, know your strength and weaknesses, and apply that to what you want to do. Connect with people that inspire you and prioritize your goals - big or small. There is never a wrong time to start planning. Chris- Make a reflection on your overall learning about the intervention by presenting three key takeaways supported by a logical rationale. Take Away #3: I’ve finally learned the difference between mentoring and coaching. I feel 360 feedback should not really be a thing because of how biased one can be. I feel companies should go off of work ethnic over word of mouth. Coaching and mentoring are straight forward but 360 feedback I feel should be banned due to my past experiences with such.
