ManagerView/360

 Quick Start Instruction Guide

Viewing and printing graphs:

The graphing feature of ManagerView/360 is the heart of the program. The graphs shows participants how they’ve rated themselves and how they’ve been rated by others (subordinates, supervisors, peers and team members). The simplicity of the graphs makes this information easy to understand and teaches people where they are seen positively by others. The graphs also show the behaviors they need to improve in order to be seen as more effective. When you click on the "Graph" button (first column, fourth button), the following screen will appear.

Figure 9 - ManagerView/360 graph.

The main elements of the menu bar are:

 

 

• Ratings: This allows you to turn on and off the lines on the graph that represent the ratings of the different groups. We recommend that when studying the graphs alone without participants present, (typically when you are preparing to give feedback), that you view all of the ratings at once. However, when in the company of participants, we recommend you initially show participants a blank screen. Using the blank screen, you can review with the participants the construct of the graph so they fully understand the feedback that they are about to receive. With the data on the screen we find that the participants immediately start looking at the results and often don’t understand the nature of normative scoring or how the results are obtained. Once the participant has understood your explanation of the format of the graph screen, we suggest that you then bring up the ratings one group at a time.

   

   

• Views: This allows you to switch between the Performance factors graph, showing an overview of the four key areas of the feedback (Communication, Task Management, Interpersonal and Problem Solving), and a graph for each of those four areas, showing more detailed feedback. You may also switch between Views by placing your cursor on relevant word (Eg. Communication) and clicking. To return to the Performance Factors graph, place your cursor on the graph title (Eg. Communication) and click with your right mouse button.

   

   

• Print: Allows you to print all the graphs and reports for individuals. Instructions on printing follow.

You may think of the ManagerView/360 graph as four graphs in one. We have computed the average score and standard deviations for each of the twenty skill areas and the four Performance Factors for hundreds of self ratings, subordinate ratings, supervisor ratings, peer ratings, and team member ratings. We then assigned a value of 0.00 to each of these average scores. In this way, we can use one graph to show how people rate themselves and how they were evaluated by others compared to how the people in our database rated themselves or were rated by others.

The descriptions Very High, High, Mod. High, Average, Mod. Low, Low and Very Low on the left of the graph are based upon a standard distribution curve. Note the line labelled Average; 50% of the people in our database scored above this line and 50% scored below it.

The numbers on the right of the graph are standardized scores and reflect the number of standard deviations from the mean or average score (68% of the people in our database score within 1 standard deviation of the mean).

Let’s now look at Mary Smith’s graph, showing all her ratings:

Figure 10 - The ManagerView/360 graph for Mary Smith with all data revealed.

The first aspect of this graph to notice is the ‘Self’ blue line:

 
1. Where is it in relation to the average?

    

2. Where is it in relation to the other groups’ lines?

    

3. Is it consistent across the four Performance Factors?

For Mary Smith, we see that she has rated herself close to the average on all four areas. Team Members, Supervisor and Peers have all rated her moderately highly, much higher than she rated herself. In fact, she has rated herself lower than all the other groups except Subordinates for Interpersonal and Problem Solving.

In order to get a clearer picture of her performance, we can now go down a level, to look at the competences under each Performance Factor. Click on the label ‘Interpersonal’. We can also ‘turn off’ some of the lines, so that we can concentrate on one or two groups at a time. Click on the marker on the legend of the lines you want to hide. To display them again, simply click on the relevant marker on the legend again.

Figure 11 –Interpersonal Skills graph for Mary Smith showing Self and Subordinate ratings

In this graph we can see that Mary’s own ratings are very close to those of her Subordinates. It may be that on a day-to-day level Mary is getting feedback from her Subordinate’s, but not from the other groups, and that has affected her own view of her performance. If we were to show this graph with all the ratings, it would become clear that Mary is managing upwards and horizontally more effectively than she is managing downwards; that is, her Supervisor, Peers and Team Members all rate her higher than she and her subordinates do.

Team Development is shown on this graph to be a known development need for Mary. Both her own rating and her subordinate’s rating are moderately low. Look at the graphs for the other Performance Factors, by clicking with the right mouse button on ‘Interpersonal Skills’ to bring you back to the Performance Factors graph and then clicking on ‘Communication’, ‘or Problem-solving’ or ‘Task Management’.

The questions to ask yourself in preparation for a feedback session with a participant are:

 
• what are this person’s areas of strength?

   

• what are their priority areas for development?

   

• where might the participant need to clarify their feedback?

   

• is there any particular group that the participant needs to focus their attention on?

   

• how is the participant likely to react to the feedback and how can you help them?

Printing graphs and reports:

On the menu bar of the graph screen is a Print selection. You may click on this to see your print options for the graphs. If you want to print your graphs in color, you must select the Print in Color option. A tick will appear beside that option when you select it. We suggest that you practice with the print selection to see which combination works best with your printer.

Alternatively, you may return to the ManagerView/360 Master Screen and print your graphs and reports from there. For now, return to the master screen and click on the Reports button, or Reports on the menu; the following menu appears:

Figure 12 - ManagerView/360 Reports Menu.

ManagerView/360 provides great flexibility in allowing you to print questionnaire sets or an entire report, including report summaries, graphs, title pages and a report that helps participants plan how they will address the concerns expressed by their evaluators. Alternatively, you may want to print only part of a report or a single graph. This menu allows you to tailor the report you need. You may print reports to your computer screen or print them on paper.

We suggest you click on each of the options in sequence and print, either to your printer or your screen a variety of the reports that are available with ManagerView/360. This will familiarize you with the capabilities of the software.

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