EMOTIONAL INTELLIGENCE VIEW360 Emotional Intelligence View 360 Report for: Sample Participant Decision Dynamics Feb 18 2014
The Emotional Intelligence View 360 report is designed to provide a focus about specific emotional intelligence competency strengths and potential development areas. It should not be used as a source of information concerning personnel actions including promotion, salary, review or termination.
This report was generated by Envisia Learning's Emotional IntelligenceView360 software. © 2008 Organizational Performance Dimensions. Developed by Kenneth M. Nowack, Ph.D.
EMOTIONAL INTELLIGENCEVIEW360 Summary Feedback Report Introduction This report provides you feedback on 17 critical emotional intelligence competencies required for career success and effective performance in your job. This report compares your own self-perceptions to those of others who have provided you feedback on these important emotional intelligence competencies and behaviors. Your report summarizes feedback from the following type and number of raters: Self
1
Manager
1
Peer
3
Subordinate
3
What Does this Report Give Me? Competency Definitions Competency Group Summary Competency Summary Most Frequent / Least Frequent Behaviors Behavior Summary Open Ended Comments Development Planning Guide
Sample Participant
© 2005 Envisia Learning
1
EMOTIONAL INTELLIGENCEVIEW360 Summary Feedback Report Continued What is Emotional Intelligence? It's not how intelligent we are, but how we are intelligent. At the most basic level, Emotional Intelligence is often conceptualized as the ability to recognize, understand and manage emotions and behavior effectively. What are the Components of Emotional Intelligence? The most widely accepted models of emotional intelligence (EI) and emotional and social competence have been influenced by several researchers. For example, Howard Gardner's (1983) theory of "multiple intelligences" lists interpersonal and intrapersonal intelligence as unique and different from the mathematical/logical type recognized today as "IQ" or general intelligence. Peter Salovey and John Mayer first proposed their "mental ability" model of EI in 1997 and Reuven Bar-On (1988) has placed EI in the context of "emotional and social intelligence." Richard Boyatzis and Daniel Goleman (1998) formulated EI in terms of social and emotional competencies linked to outstanding performance in the workplace. Finally, newer models of EI continue to emerge such as "trait emotional intelligence" (Petrides et al., 2007) that includes personality facets specifically related to affect. All these models, however, share a common core of basic concepts including Self-Awareness, Self-Management, Social Awareness, and Relationship Management. Emotional Intelligence View 360 was developed to measure a view of emotional and social competence by measuring key competencies associated with job performance. Perception
Behavior
Self
Self- Awareness
Self- Management
Others
Social Awareness
Relationship Management
What is the Association between Emotional Intelligence and Work Related Performance? A growing research literature suggests that EI and emotional and social competence are significantly associated with job performance with positions requiring high frequent customer and interpersonal interactions even when mental ability and personality variables are controlled. Current research on emotional intelligence suggests that: Highly conscientious employees who lack social and emotional intelligence perform significantly more poorly than those high in conscientiousness and emotional intelligence The highest performing managers and leaders are perceived to have significantly more "emotional and social competence" than other managers Poor social and emotional intelligence (e.g., over-estimation of strengths relative to other raters) are often predictors of executive and management "derailment" and failure in one's job Sample Participant
© 2005 Envisia Learning
2
EMOTIONAL INTELLIGENCEVIEW360 Competency Definitions Self Management Self-Development Manages one's own time, energy and abilities for continuous personal growth and maximum performance. Adaptability/Stress Tolerance Maintains balance and performance under pressure and stress. Copes with ambiguity and change in a constructive manner. Self-Control Manages and controls emotions and behavior in the face of interpersonal conflict. Demonstrates patience, rarely overreacts or loses control. Trustworthiness Demonstrates and practices high standards of personal and professional integrity. Displays honesty and candor. Creates trusting relationships with others. Strategic Problem Solving Analyzes a situation, identifies alternative solutions, and develops specific actions; Gathers and utilizes available information in order to understand and solve organizational issues and problems. Achievement Orientation Accomplishes tasks, projects and assignments on time and with quality.
Relationship Management Building Strategic Relationships Initiates and cultivates strategic internal and external networking relationships that foster both individual and organizational goals. Builds and maintains effective and collaborative relationships with diverse internal and external stakeholders. Conflict Management Negotiates and effectively resolve interpersonal differences with others. Leadership/Influence Utilizes appropriate interpersonal styles and approaches in facilitating a group towards task achievement. Interpersonal Sensitivity/Empathy Takes actions that demonstrate consideration for the feelings and needs of others. Team/Interpersonal Support Assists, motivates, encourages and supports others who depend on each other to accomplish tasks, projects and assignments. Collaboration Establishes and develops cooperative, supportive and collaborative working relationships with others.
Sample Participant
© 2005 Envisia Learning
3
EMOTIONAL INTELLIGENCEVIEW360 Competency Definitions Continued Communication Written Communication Expresses written thoughts and ideas in a clear and concise manner. Two-Way Feedback Solicits input and keeps others informed with necessary information in a timely manner. Oral Communication Conveys oral thoughts and ideas in a clear and concise manner. Oral Presentation Presents individual and organizational viewpoints to groups in a clear and persuasive manner. Listening Listens attentively and seeks to understand the verbal communications of others.
EMOTIONAL INTELLIGENCE VIEW 360 FREQUENCY RATING SCALE 1
= To an Extremely Small Extent
2
= To a Very Small Extent
3
= To a Small Extent
4
= To a Moderate Extent
5
= To a Large Extent
6
= To a Very Large Extent
7
= To an Extremely Large Extent
NA
Sample Participant
= Not Observable or Not Applicable
© 2005 Envisia Learning
4
EMOTIONAL INTELLIGENCEVIEW360 Competency Group Summary Relationship Management Self Manager Peer Subordinate
Avs 4.34 3.72 4.21 4.16
N 1 1 3 3
Average
4.12
7
Self Manager Peer Subordinate
Avs 3.94 3.89 4.26 3.87
N 1 1 3 3
Average
4.04
7
Self Manager Peer Subordinate
Avs 3.85 3.85 4.05 3.59
N 1 1 3 3
Average
3.83
7
1
2
3
4
5
6
7
Communication
1
2
3
4
5
6
7
Self Management
1
Sample Participant
2
3
4
© 2005 Envisia Learning
5
6
7
5
EMOTIONAL INTELLIGENCEVIEW360 Competency Summary Listening Self Manager Peer Subordinate
Avs 3.75 4.25 5.08 4.42
N 1 1 3 3
Average
4.68
7
Self Manager Peer Subordinate
Avs 3.25 5.00 4.50 4.58
N 1 1 3 3
Average
4.61
7
Self Manager Peer Subordinate
Avs 6.33 3.33 5.00 4.44
N 1 1 3 3
Average
4.52
7
Avs 4.67 5.00 4.00 4.67
N 1 1 3 3
4.43
7
1
2
3
4
5
6
7
Trustworthiness
1
2
3
4
5
6
7
Building Strategic Relationships
1
2
3
4
5
6
7
Collaboration Self Manager Peer Subordinate Average 1
Sample Participant
2
3
4
© 2005 Envisia Learning
5
6
7
6
EMOTIONAL INTELLIGENCEVIEW360 Competency Summary Continued Written Communication Self Manager Peer Subordinate
Avs 4.33 4.67 4.89 3.44
N 1 1 3 3
Average
4.24
7
Self Manager Peer Subordinate
Avs 3.60 3.40 4.33 4.20
N 1 1 3 3
Average
4.14
7
Self Manager Peer Subordinate
Avs 3.75 2.75 4.58 3.83
N 1 1 3 3
Average
4.00
7
Avs 2.60 4.00 4.13 3.87
N 1 1 3 3
4.00
7
1
2
3
4
5
6
7
Conflict Management
1
2
3
4
5
6
7
Oral Communication
1
2
3
4
5
6
7
Team/Interpersonal Support Self Manager Peer Subordinate Average 1
Sample Participant
2
3
4
© 2005 Envisia Learning
5
6
7
7
EMOTIONAL INTELLIGENCEVIEW360 Competency Summary Continued Self-Development Self Manager Peer Subordinate
Avs 4.50 3.25 4.92 3.25
N 1 1 3 3
Average
3.96
7
Self Manager Peer Subordinate
Avs 4.60 3.60 3.87 4.00
N 1 1 3 3
Average
3.89
7
Self Manager Peer Subordinate
Avs 3.80 2.60 4.40 3.73
N 1 1 3 3
Average
3.86
7
Avs 5.00 2.60 4.27 3.80
N 1 1 3 3
3.83
7
1
2
3
4
5
6
7
Interpersonal Sensitivity/Empathy
1
2
3
4
5
6
7
Strategic Problem Solving
1
2
3
4
5
6
7
Leadership/Influence Self Manager Peer Subordinate Average 1
Sample Participant
2
3
4
© 2005 Envisia Learning
5
6
7
8
EMOTIONAL INTELLIGENCEVIEW360 Competency Summary Continued Oral Presentation Self Manager Peer Subordinate
Avs 3.75 4.00 3.83 3.75
N 1 1 3 3
Average
3.82
7
Self Manager Peer Subordinate
Avs 4.00 4.60 3.60 3.53
N 1 1 3 3
Average
3.71
7
Self Manager Peer Subordinate
Avs 3.80 3.60 3.73 3.60
N 1 1 3 3
Average
3.66
7
Avs 4.33 4.00 2.67 3.78
N 1 1 3 3
3.33
7
1
2
3
4
5
6
7
Self-Control
1
2
3
4
5
6
7
Adaptability/Stress Tolerance
1
2
3
4
5
6
7
Two-Way Feedback Self Manager Peer Subordinate Average 1
Sample Participant
2
3
4
© 2005 Envisia Learning
5
6
7
9
EMOTIONAL INTELLIGENCEVIEW360 Competency Summary Continued Achievement Orientation Self Manager Peer Subordinate
Avs 3.75 4.25 3.25 2.83
N 1 1 3 3
Average
3.21
7
1
Sample Participant
2
3
4
© 2005 Envisia Learning
5
6
7
10
EMOTIONAL INTELLIGENCEVIEW360 Most Frequent Behaviors - All Raters The following behaviors were identified by your respondents as your most frequently demonstrated behaviors and grouped by relevant performance factor (competency) based on average scores. They are rank ordered so that the first item is perceived to be your most frequently demonstrated behavior. The number of raters is shown for each rating level of the behavior. A box indicates your own self-rating on this behavior (Note: If there is no box present for an item, it means that you did not provide an answer between the scale 1 and 7).
7- To an Extremely Large Extent
6- To a Very Large Extent
0
Listening
5.29
0
1
0
1
1
2
2
Trustworthiness
5.29
0
1
1
0
1
1
3
Collaboration
5.14
0
0
1
1
2
2
1
Handles questions in meetings and presentations in a responsive and diplomatic manner
Oral Presentation
5.00
0
0
1
2
1
2
1
Maintains openness, honesty and candor in interpersonal relationships
Trustworthiness
5.00
0
1
0
1
2
2
1
Building Strategic Relationships
4.86
0
0
1
2
1
3
0
Strategic Problem Solving
4.86
0
1
0
2
1
2
1
Takes the time to understand and listen to others
Listening
4.86
0
1
1
0
2
2
1
Summarizes and paraphrases what others have said in order to clarify understanding
Listening
4.86
0
2
0
1
0
2
2
Maintains eye contact and attentive non-verbal behavior when being spoken to Demonstrates consistency between actions and words (i.e., says and does things that are congruent and consistent with each other) Develops supportive, helpful, and friendly working relationships with others
Effectively builds relationships and partnerships with others outside the organization Makes decisions confidently and quickly when necessary
Sample Participant
© 2005 Envisia Learning
5- To a Large Extent
5.71
Pursues continuous learning and self-development of knowledge, experiences and skills
4- To a Moderate Extent
1- To an Extremely Small Extent
Self-Development
Most Frequent Behaviors
3- To a Small Extent
Performance Factor
Average Score
2- To a Very Small Extent
These represent behaviors perceived by others as frequently practiced. As such, you should consider ways to continue leveraging these behaviors as strengths.
Frequency of Responses 0 0 2 2 1
2
11
EMOTIONAL INTELLIGENCEVIEW360 Most Frequent Behaviors - Manager The following behaviors were identified by your respondents as your most frequently demonstrated behaviors and grouped by relevant performance factor (competency) based on average scores. They are rank ordered so that the first item is perceived to be your most frequently demonstrated behavior. The number of raters is shown for each rating level of the behavior. A box indicates your own self-rating on this behavior (Note: If there is no box present for an item, it means that you did not provide an answer between the scale 1 and 7).
7- To an Extremely Large Extent
6- To a Very Large Extent
0
Listening
7.00
0
0
0
0
0
0
1
Actively involves others in his/her decision-making, planning, and problem-solving tasks when appropriate
Collaboration
7.00
0
0
0
0
0
0
1
Develops cooperative, rather than competitive, working relationships with others
Collaboration
7.00
0
0
0
0
0
0
1
Maintains close contact and communications with others (i.e., keeps others well informed)
Two-Way Feedback
7.00
0
0
0
0
0
0
1
Maintains an effective balance between work, family and personal life
Adaptability/Stress Tolerance
7.00
0
0
0
0
0
0
1
Handles tense situations without overreacting, becoming overly emotional or defensive
Self-Control
7.00
0
0
0
0
0
0
1
Maintains poise, composure and control of behaviors in the face of interpersonal challenge or threat
Self-Control
7.00
0
0
0
0
0
0
1
Written Communication
6.00
0
0
0
0
0
1
0
Interpersonal Sensitivity/Empathy
6.00
0
0
0
0
0
1
0
Maintains eye contact and attentive non-verbal behavior when being spoken to
Writes in a logical, organized, and clear manner Makes an effort to understand and take an interest in how others are feeling
Sample Participant
© 2005 Envisia Learning
5- To a Large Extent
7.00
Maintains openness, honesty and candor in interpersonal relationships
4- To a Moderate Extent
1- To an Extremely Small Extent
Trustworthiness
Most Frequent Behaviors
3- To a Small Extent
Performance Factor
Average Score
2- To a Very Small Extent
These represent behaviors perceived by others as frequently practiced. As such, you should consider ways to continue leveraging these behaviors as strengths.
Frequency of Responses 0 0 0 0 0
1
12
7- To an Extremely Large Extent
6- To a Very Large Extent
5- To a Large Extent
4- To a Moderate Extent
3- To a Small Extent
2- To a Very Small Extent
1- To an Extremely Small Extent
Performance Factor
Most Frequent Behaviors
Average Score
EMOTIONAL INTELLIGENCEVIEW360 Most Frequent Behaviors - Manager
Frequency of Responses Handles questions in meetings and presentations in a responsive and diplomatic manner
Oral Presentation
6.00
0
0
0
0
0
1
0
Demonstrates the ability to complete tasks, projects and assignments on time and with quality
Achievement Orientation
6.00
0
0
0
0
0
1
0
Works hard to achieve and accomplish tasks, projects, assignments and goals
Achievement Orientation
6.00
0
0
0
0
0
1
0
Building Strategic Relationships
6.00
0
0
0
0
0
1
0
Collaboration
6.00
0
0
0
0
0
1
0
Team/Interpersonal Support
6.00
0
0
0
0
0
1
0
Effectively builds relationships and partnerships with others outside the organization Works collaboratively and non-competitively with others Encourages cooperation and teamwork among people who depend on each other to get work done
Sample Participant
© 2005 Envisia Learning
13
EMOTIONAL INTELLIGENCEVIEW360 Most Frequent Behaviors - Peer The following behaviors were identified by your respondents as your most frequently demonstrated behaviors and grouped by relevant performance factor (competency) based on average scores. They are rank ordered so that the first item is perceived to be your most frequently demonstrated behavior. The number of raters is shown for each rating level of the behavior. A box indicates your own self-rating on this behavior (Note: If there is no box present for an item, it means that you did not provide an answer between the scale 1 and 7).
7- To an Extremely Large Extent
6- To a Very Large Extent
0
Researches and utilizes available information in order to understand and solve issues and problems
Strategic Problem Solving
6.33
0
0
0
0
0
2
1
Effectively initiates and cultivates strategic internal alliances with key senior managers and others within the organization
Building Strategic Relationships
6.33
0
0
0
0
1
0
2
Oral Communication
6.00
0
0
0
0
1
1
1
Self-Development
5.67
0
0
0
1
0
1
1
Strategic Problem Solving
5.67
0
0
0
0
1
2
0
Oral Communication
5.67
0
0
0
1
0
1
1
Trustworthiness
5.67
0
0
0
0
1
2
0
Self-Control
5.33
0
0
0
1
0
2
0
Collaboration
5.33
0
0
0
1
1
0
1
Articulates and enunciates clearly when speaking and communicating Pursues continuous learning and self-development of knowledge, experiences and skills Makes decisions confidently and quickly when necessary Clearly expresses and requests information from others Maintains openness, honesty and candor in interpersonal relationships Maintains poise, composure and control of behaviors in the face of interpersonal challenge or threat Develops supportive, helpful, and friendly working relationships with others
Sample Participant
© 2005 Envisia Learning
5- To a Large Extent
6.33
Maintains eye contact and attentive non-verbal behavior when being spoken to
4- To a Moderate Extent
1- To an Extremely Small Extent
Listening
Most Frequent Behaviors
3- To a Small Extent
Performance Factor
Average Score
2- To a Very Small Extent
These represent behaviors perceived by others as frequently practiced. As such, you should consider ways to continue leveraging these behaviors as strengths.
Frequency of Responses 0 0 0 2 0
1
14
7- To an Extremely Large Extent
6- To a Very Large Extent
5- To a Large Extent
4- To a Moderate Extent
3- To a Small Extent
2- To a Very Small Extent
1- To an Extremely Small Extent
Performance Factor
Most Frequent Behaviors
Average Score
EMOTIONAL INTELLIGENCEVIEW360 Most Frequent Behaviors - Peer
Frequency of Responses Realistically appraises one’s own strengths and development areas (i.e., accurate perceives skills and abilities)
Self-Development
5.33
0
0
0
1
1
0
1
Demonstrates a willingness to assert his/her ideas and opinions in the face of opposition and challenge
Leadership/Influence
5.33
0
0
0
1
1
0
1
Written Communication
5.33
0
0
1
0
0
1
1
Conflict Management
5.33
0
0
0
1
1
0
1
Uses written communications effectively and appropriately (e.g., email) Allows for disagreements to emerge and to be discussed openly
Sample Participant
© 2005 Envisia Learning
15
EMOTIONAL INTELLIGENCEVIEW360 Most Frequent Behaviors - Subordinate The following behaviors were identified by your respondents as your most frequently demonstrated behaviors and grouped by relevant performance factor (competency) based on average scores. They are rank ordered so that the first item is perceived to be your most frequently demonstrated behavior. The number of raters is shown for each rating level of the behavior. A box indicates your own self-rating on this behavior (Note: If there is no box present for an item, it means that you did not provide an answer between the scale 1 and 7).
7- To an Extremely Large Extent
6- To a Very Large Extent
0
Self-Development
6.00
0
0
0
0
1
1
1
Listening
5.67
0
0
0
1
0
1
1
Develops supportive, helpful, and friendly working relationships with others
Collaboration
5.67
0
0
0
0
1
2
0
Solicits and values the thoughts, opinions, feedback, and ideas of others
Collaboration
5.67
0
0
0
1
0
1
1
Interpersonal Sensitivity/Empathy
4.67
0
0
1
0
1
1
0
Oral Presentation
4.67
0
0
1
0
1
1
0
Listening
4.67
0
0
1
0
1
1
0
Building Strategic Relationships
4.67
0
0
1
0
1
1
0
Conflict Management
4.67
0
0
1
1
0
0
1
Pursues continuous learning and self-development of knowledge, experiences and skills Summarizes and paraphrases what others have said in order to clarify understanding
Develops and maintains warm, friendly, and sensitive relationships with others Handles questions in meetings and presentations in a responsive and diplomatic manner Takes the time to understand and listen to others Develops, cultivates and maintains a broad base of support among key internal and external stakeholders (e.g., managers, employees, customers) Discusses possible "win-win” solutions and seeks agreement on specific actions when conflicts arise with others
Sample Participant
© 2005 Envisia Learning
5- To a Large Extent
6.67
Demonstrates consistency between actions and words (i.e., says and does things that are congruent and consistent with each other)
4- To a Moderate Extent
1- To an Extremely Small Extent
Trustworthiness
Most Frequent Behaviors
3- To a Small Extent
Performance Factor
Average Score
2- To a Very Small Extent
These represent behaviors perceived by others as frequently practiced. As such, you should consider ways to continue leveraging these behaviors as strengths.
Frequency of Responses 0 0 0 1 0
2
16
7- To an Extremely Large Extent
6- To a Very Large Extent
5- To a Large Extent
4- To a Moderate Extent
3- To a Small Extent
2- To a Very Small Extent
1- To an Extremely Small Extent
Performance Factor
Most Frequent Behaviors
Average Score
EMOTIONAL INTELLIGENCEVIEW360 Most Frequent Behaviors - Subordinate
Frequency of Responses Communicates in a manner that inspires commitment and support towards his/her ideas, suggestions and opinions
Leadership/Influence
4.67
0
0
1
1
0
0
1
Adaptability/Stress Tolerance
4.67
0
0
0
2
0
1
0
Demonstrates flexibility and resilience in response to adversity and challenge
Sample Participant
© 2005 Envisia Learning
17
EMOTIONAL INTELLIGENCEVIEW360 Least Frequent Behaviors - All Raters The following behaviors were identified by your respondents as your least frequently demonstrated behaviors and grouped by relevant performance factor (competency) based on average scores. They are rank ordered so that the first item is perceived to be your least frequently demonstrated behavior. The number of raters is shown for each rating level of the behavior. A box indicates your own self-rating on this behavior (Note: If there is no box present for an item, it means that you did not provide an answer between the scale 1 and 7).
Makes high quality and logical decisions based on adequate data and information
2.43
2
3
0
1
1
0
0
Two-Way Feedback
2.43
4
0
0
2
1
0
0
Strategic Problem Solving
2.43
1
3
2
1
0
0
0
Oral Presentation
2.86
1
2
2
1
1
0
0
Achievement Orientation
2.86
2
2
0
1
2
0
0
Adaptability/Stress Tolerance
3.00
1
2
2
1
0
1
0
Self-Development
3.00
1
2
1
2
1
0
0
Two-Way Feedback
3.14
2
1
0
3
0
1
0
Self-Development
3.14
0
4
1
0
1
1
0
Self-Control
3.14
1
1
3
1
0
1
0
Is prepared and organized for meetings, discussions and presentations Performs work in a conscientious and dependable manner Handles pressure and stress well (e.g., maintains poise, stays calm under pressure, avoids losing control of his/her emotions or behavior) Seeks and applies feedback and constructive criticism from others Informs others about relevant aspects of tasks, projects and assignments in a timely manner Manages time effectively and efficiently Avoids taking unnecessary risks or making impulsive decisions without adequate and relevant information
Sample Participant
7- To an Extremely Large Extent
Self-Control
Refrains from expressing frustration or anger towards others when upset (e.g., does not raise his/her voice or get impatient with others) Communicates information needed by others in a prompt and timely manner
6- To a Very Large Extent
1
© 2005 Envisia Learning
5- To a Large Extent
2.29
4- To a Moderate Extent
Achievement Orientation
3- To a Small Extent
1- To an Extremely Small Extent
Follows through on stated commitments and promises
Performance Factor
Average Score
Least Frequent Behaviors
2- To a Very Small Extent
These represent behaviors perceived by others as infrequently practiced. As such, you should consider practicing these behaviors more frequently or helping others understand when you do demonstrate them.
Frequency of Responses 4 1 0 0 1
0
18
7- To an Extremely Large Extent
6- To a Very Large Extent
5- To a Large Extent
4- To a Moderate Extent
3- To a Small Extent
2- To a Very Small Extent
1- To an Extremely Small Extent
Performance Factor
Least Frequent Behaviors
Average Score
EMOTIONAL INTELLIGENCEVIEW360 Least Frequent Behaviors - All Raters
Frequency of Responses Works hard to achieve and accomplish tasks, projects, assignments and goals
Sample Participant
Achievement Orientation
© 2005 Envisia Learning
3.14
2
2
1
0
0
1
1
19
EMOTIONAL INTELLIGENCEVIEW360 Least Frequent Behaviors - Manager The following behaviors were identified by your respondents as your least frequently demonstrated behaviors and grouped by relevant performance factor (competency) based on average scores. They are rank ordered so that the first item is perceived to be your least frequently demonstrated behavior. The number of raters is shown for each rating level of the behavior. A box indicates your own self-rating on this behavior (Note: If there is no box present for an item, it means that you did not provide an answer between the scale 1 and 7).
7- To an Extremely Large Extent
6- To a Very Large Extent
1
Self-Control
1.00
1
0
0
0
0
0
0
Convinces and persuades others to see his/her perspective and ideas
Leadership/Influence
1.00
1
0
0
0
0
0
0
Communicates in a manner that inspires commitment and support towards his/her ideas, suggestions and opinions
Leadership/Influence
1.00
1
0
0
0
0
0
0
Communicates information needed by others in a prompt and timely manner
Two-Way Feedback
1.00
1
0
0
0
0
0
0
Demonstrates flexibility and resilience in response to adversity and challenge
Adaptability/Stress Tolerance
1.00
1
0
0
0
0
0
0
Seeks and applies feedback and constructive criticism from others
Self-Development
2.00
0
1
0
0
0
0
0
Encourages others to express contrary views, ideas and opinions
Conflict Management
2.00
0
1
0
0
0
0
0
Interpersonal Sensitivity/Empathy
2.00
0
1
0
0
0
0
0
Refrains from expressing frustration or anger towards others when upset (e.g., does not raise his/her voice or get impatient with others)
Makes it easy for others to disclose, share and openly talk about their ideas, concerns and problems
Sample Participant
© 2005 Envisia Learning
5- To a Large Extent
1.00
Effectively initiates and cultivates strategic internal alliances with key senior managers and others within the organization
4- To a Moderate Extent
1- To an Extremely Small Extent
Building Strategic Relationships
Performance Factor
Least Frequent Behaviors
3- To a Small Extent
Average Score
2- To a Very Small Extent
These represent behaviors perceived by others as infrequently practiced. As such, you should consider practicing these behaviors more frequently or helping others understand when you do demonstrate them.
Frequency of Responses 0 0 0 0 0
0
20
7- To an Extremely Large Extent
6- To a Very Large Extent
5- To a Large Extent
4- To a Moderate Extent
3- To a Small Extent
2- To a Very Small Extent
1- To an Extremely Small Extent
Performance Factor
Least Frequent Behaviors
Average Score
EMOTIONAL INTELLIGENCEVIEW360 Least Frequent Behaviors - Manager
Frequency of Responses Develops and maintains warm, friendly, and sensitive relationships with others
Interpersonal Sensitivity/Empathy
2.00
0
1
0
0
0
0
0
Maintains eye contact when communicating with others
Oral Communication
2.00
0
1
0
0
0
0
0
Articulates and enunciates clearly when speaking and communicating
Oral Communication
2.00
0
1
0
0
0
0
0
Researches and utilizes available information in order to understand and solve issues and problems
Strategic Problem Solving
2.00
0
1
0
0
0
0
0
Sticks with a decision or course of action unless it is obvious that it is incorrect
Strategic Problem Solving
2.00
0
1
0
0
0
0
0
Makes high quality and logical decisions based on adequate data and information
Strategic Problem Solving
2.00
0
1
0
0
0
0
0
Collaboration
2.00
0
1
0
0
0
0
0
Team/Interpersonal Support
2.00
0
1
0
0
0
0
0
Oral Presentation
2.00
0
1
0
0
0
0
0
Achievement Orientation
2.00
0
1
0
0
0
0
0
Listening
2.00
0
1
0
0
0
0
0
Solicits and values the thoughts, opinions, feedback, and ideas of others Acknowledges and recognizes the contributions and accomplishments of others Is prepared and organized for meetings, discussions and presentations Performs work in a conscientious and dependable manner Summarizes and paraphrases what others have said in order to clarify understanding
Sample Participant
© 2005 Envisia Learning
21
EMOTIONAL INTELLIGENCEVIEW360 Least Frequent Behaviors - Peer The following behaviors were identified by your respondents as your least frequently demonstrated behaviors and grouped by relevant performance factor (competency) based on average scores. They are rank ordered so that the first item is perceived to be your least frequently demonstrated behavior. The number of raters is shown for each rating level of the behavior. A box indicates your own self-rating on this behavior (Note: If there is no box present for an item, it means that you did not provide an answer between the scale 1 and 7).
7- To an Extremely Large Extent
6- To a Very Large Extent
5- To a Large Extent
4- To a Moderate Extent
3- To a Small Extent
2- To a Very Small Extent
Performance Factor
Average Score
1- To an Extremely Small Extent
These represent behaviors perceived by others as infrequently practiced. As such, you should consider practicing these behaviors more frequently or helping others understand when you do demonstrate them.
Self-Control
2.00
1
Informs others about relevant aspects of tasks, projects and assignments in a timely manner
Two-Way Feedback
2.00
2
0
0
1
0
0
0
Communicates information needed by others in a prompt and timely manner
Two-Way Feedback
2.00
2
0
0
1
0
0
0
Oral Presentation
2.00
1
1
1
0
0
0
0
Leadership/Influence
2.33
0
2
1
0
0
0
0
Strategic Problem Solving
2.33
1
1
0
1
0
0
0
Self-Control
2.67
1
1
0
0
1
0
0
Follows through on stated commitments and promises
Achievement Orientation
2.67
0
2
0
1
0
0
0
Performs work in a conscientious and dependable manner
Achievement Orientation
2.67
1
1
0
0
1
0
0
Makes an effort to understand and take an interest in how others are feeling
Interpersonal Sensitivity/Empathy
2.67
1
1
0
0
1
0
0
Provides clear, succinct and logical answers to questions from others
Oral Communication
2.67
1
1
0
0
1
0
0
Least Frequent Behaviors Handles tense situations without overreacting, becoming overly emotional or defensive
Is prepared and organized for meetings, discussions and presentations Modifies his/her leadership style to persuade, motivate and influence others Makes high quality and logical decisions based on adequate data and information Refrains from expressing frustration or anger towards others when upset (e.g., does not raise his/her voice or get impatient with others)
Sample Participant
© 2005 Envisia Learning
Frequency of Responses 1 1 0 0 0
0
22
EMOTIONAL INTELLIGENCEVIEW360 Least Frequent Behaviors - Subordinate The following behaviors were identified by your respondents as your least frequently demonstrated behaviors and grouped by relevant performance factor (competency) based on average scores. They are rank ordered so that the first item is perceived to be your least frequently demonstrated behavior. The number of raters is shown for each rating level of the behavior. A box indicates your own self-rating on this behavior (Note: If there is no box present for an item, it means that you did not provide an answer between the scale 1 and 7).
7- To an Extremely Large Extent
6- To a Very Large Extent
1.67
1
Works hard to achieve and accomplish tasks, projects, assignments and goals
Achievement Orientation
2.00
1
1
1
0
0
0
0
Adaptability/Stress Tolerance
2.00
1
1
1
0
0
0
0
Seeks and applies feedback and constructive criticism from others
Self-Development
2.00
1
1
1
0
0
0
0
Manages time effectively and efficiently
Self-Development
2.00
0
3
0
0
0
0
0
Leadership/Influence
2.67
1
1
0
0
1
0
0
Confidently delivers oral presentations that are persuasive, clear, and logically organized
Oral Presentation
2.67
0
2
0
1
0
0
0
Refrains from expressing frustration or anger towards others when upset (e.g., does not raise his/her voice or get impatient with others)
Self-Control
2.67
0
2
0
1
0
0
0
Strategic Problem Solving
2.67
0
1
2
0
0
0
0
Self-Development
3.00
0
1
1
1
0
0
0
Adaptability/Stress Tolerance
3.00
0
1
1
1
0
0
0
Handles pressure and stress well (e.g., maintains poise, stays calm under pressure, avoids losing control of his/her emotions or behavior)
Communicates and expresses ideas in a manner that persuades and influences others
Makes high quality and logical decisions based on adequate data and information Realistically appraises one’s own strengths and development areas (i.e., accurate perceives skills and abilities) Maintains an effective balance between work, family and personal life
Sample Participant
© 2005 Envisia Learning
5- To a Large Extent
Achievement Orientation
4- To a Moderate Extent
1- To an Extremely Small Extent
Follows through on stated commitments and promises
Least Frequent Behaviors
3- To a Small Extent
Performance Factor
Average Score
2- To a Very Small Extent
These represent behaviors perceived by others as infrequently practiced. As such, you should consider practicing these behaviors more frequently or helping others understand when you do demonstrate them.
Frequency of Responses 2 0 0 0 0
0
23
7- To an Extremely Large Extent
6- To a Very Large Extent
5- To a Large Extent
4- To a Moderate Extent
3- To a Small Extent
2- To a Very Small Extent
1- To an Extremely Small Extent
Performance Factor
Least Frequent Behaviors
Average Score
EMOTIONAL INTELLIGENCEVIEW360 Least Frequent Behaviors - Subordinate
Frequency of Responses Avoids taking unnecessary risks or making impulsive decisions without adequate and relevant information
Sample Participant
© 2005 Envisia Learning
Self-Control
3.00
1
1
0
0
0
1
0
24
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Listening Self Manager Peer Subordinate
Avs 3.75 4.25 5.08 4.42
N 1 1 3 3
Average
4.68
7
34. Maintains eye contact and attentive non-verbal behavior when being spoken to Self Manager Peer Subordinate
Avs 3.00 7.00 6.33 3.67
N 1 1 3 3
Average
5.29
7
17. Summarizes and paraphrases what others have said in order to clarify understanding Self Manager Peer Subordinate
Avs 5.00 2.00 5.00 5.67
N 1 1 3 3
Average
4.86
7
51. Takes the time to understand and listen to others Self Manager Peer Subordinate
Avs 5.00 5.00 5.00 4.67
N 1 1 3 3
Average
4.86
7
1
1
1
1
Sample Participant
2
2
2
2
3
3
3
3
4
4
4
4
© 2005 Envisia Learning
5
5
5
5
6
6
6
6
7
7
7
7
25
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued 64. Waits out silences and listens patiently without interrupting others Self Manager Peer Subordinate
Avs 2.00 3.00 4.00 3.67
N 1 1 3 3
Average
3.71
7
1
Sample Participant
2
3
4
© 2005 Envisia Learning
5
6
7
26
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Trustworthiness Self Manager Peer Subordinate
Avs 3.25 5.00 4.50 4.58
N 1 1 3 3
Average
4.61
7
38. Demonstrates consistency between actions and words (i.e., says and does things that are congruent and consistent with each other) Self Manager Peer Subordinate
Avs 4.00 5.00 4.00 6.67
N 1 1 3 3
Average
5.29
7
21. Maintains openness, honesty and candor in interpersonal relationships Self Manager Peer Subordinate
Avs 3.00 7.00 5.67 3.67
N 1 1 3 3
Average
5.00
7
Avs 5.00 5.00 4.00 4.33
N 1 1 3 3
4.29
7
1
1
1
2
2
2
3
4
3
3
4
4
5
5
5
6
6
6
7
7
7
55. Creates a trusting relationship making it easy to discuss and share personal information (e.g., maintains confidences, does not disclose personal information to others) Self Manager Peer Subordinate Average 1
Sample Participant
2
3
4
© 2005 Envisia Learning
5
6
7
27
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued 4. Demonstrates and practices high standards of personal and professional integrity Self Manager Peer Subordinate
Avs 1.00 3.00 4.33 3.67
N 1 1 3 3
Average
3.86
7
1
Sample Participant
2
3
4
© 2005 Envisia Learning
5
6
7
28
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Building Strategic Relationships Self Manager Peer Subordinate
Avs 6.33 3.33 5.00 4.44
N 1 1 3 3
Average
4.52
7
24. Effectively builds relationships and partnerships with others outside the organization Self Manager Peer Subordinate
Avs 5.00 6.00 5.00 4.33
N 1 1 3 3
Average
4.86
7
7. Effectively initiates and cultivates strategic internal alliances with key senior managers and others within the organization Self Manager Peer Subordinate
Avs 7.00 1.00 6.33 4.33
N 1 1 3 3
Average
4.71
7
Avs 7.00 3.00 3.67 4.67
N 1 1 3 3
4.00
7
1
1
1
2
2
2
3
3
3
4
4
4
5
5
5
6
6
6
7
7
7
41. Develops, cultivates and maintains a broad base of support among key internal and external stakeholders (e.g., managers, employees, customers) Self Manager Peer Subordinate Average 1
Sample Participant
2
3
4
© 2005 Envisia Learning
5
6
7
29
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Collaboration Self Manager Peer Subordinate
Avs 4.67 5.00 4.00 4.67
N 1 1 3 3
Average
4.43
7
72. Develops supportive, helpful, and friendly working relationships with others Self Manager Peer Subordinate
Avs 1.00 3.00 5.33 5.67
N 1 1 3 3
Average
5.14
7
29. Develops cooperative, rather than competitive, working relationships with others Self Manager Peer Subordinate
Avs 6.00 7.00 4.67 4.00
N 1 1 3 3
Average
4.71
7
46. Actively involves others in his/her decision-making, planning, and problem-solving tasks when appropriate Self Manager Peer Subordinate
Avs 6.00 7.00 3.33 4.33
N 1 1 3 3
Average
4.29
7
1
1
1
1
Sample Participant
2
2
2
2
3
3
3
3
4
4
4
4
© 2005 Envisia Learning
5
5
5
5
6
6
6
6
7
7
7
7
30
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued 73. Respects the ideas, abilities and contributions of others and takes a genuine interest in their suggestions and concerns Self Manager Peer Subordinate
Avs 4.00 5.00 4.00 4.00
N 1 1 3 3
Average
4.14
7
62. Works collaboratively and non-competitively with others Self Manager Peer Subordinate
Avs 5.00 6.00 3.33 4.33
N 1 1 3 3
Average
4.14
7
12. Solicits and values the thoughts, opinions, feedback, and ideas of others Self Manager Peer Subordinate
Avs 6.00 2.00 3.33 5.67
N 1 1 3 3
Average
4.14
7
1
1
1
Sample Participant
2
2
2
3
4
3
3
4
4
© 2005 Envisia Learning
5
5
5
6
6
6
7
7
7
31
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Written Communication Self Manager Peer Subordinate
Avs 4.33 4.67 4.89 3.44
N 1 1 3 3
Average
4.24
7
47. Uses written communications effectively and appropriately (e.g., email) Self Manager Peer Subordinate
Avs 4.00 4.00 5.33 3.67
N 1 1 3 3
Average
4.43
7
13. Writes in a logical, organized, and clear manner Self Manager Peer Subordinate
Avs 4.00 6.00 4.67 3.33
N 1 1 3 3
Average
4.29
7
30. Uses appropriate grammar, tense, and language in all written communications Self Manager Peer Subordinate
Avs 5.00 4.00 4.67 3.33
N 1 1 3 3
Average
4.00
7
1
1
1
1
Sample Participant
2
2
2
2
3
3
3
3
4
4
4
4
© 2005 Envisia Learning
5
5
5
5
6
6
6
6
7
7
7
7
32
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Conflict Management Self Manager Peer Subordinate
Avs 3.60 3.40 4.33 4.20
N 1 1 3 3
Average
4.14
7
42. Allows for disagreements to emerge and to be discussed openly Self Manager Peer Subordinate
Avs 6.00 3.00 5.33 4.00
N 1 1 3 3
Average
4.43
7
58. Makes an effort to acknowledge and resolve interpersonal conflicts with others Self Manager Peer Subordinate
Avs 6.00 3.00 4.67 4.33
N 1 1 3 3
Average
4.29
7
8. Encourages others to express contrary views, ideas and opinions Self Manager Peer Subordinate
Avs 1.00 2.00 4.67 4.33
N 1 1 3 3
Average
4.14
7
1
1
1
1
Sample Participant
2
2
2
2
3
4
3
4
3
3
4
4
© 2005 Envisia Learning
5
5
5
5
6
6
6
6
7
7
7
7
33
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued 25. Discusses possible "win-win” solutions and seeks agreement on specific actions when conflicts arise with others Self Manager Peer Subordinate
Avs 3.00 5.00 3.00 4.67
N 1 1 3 3
Average
4.00
7
68. Resists reacting defensively and keeps an open mind when others disagree with him/her Self Manager Peer Subordinate
Avs 2.00 4.00 4.00 3.67
N 1 1 3 3
Average
3.86
7
1
1
Sample Participant
2
2
3
3
4
4
© 2005 Envisia Learning
5
5
6
6
7
7
34
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Oral Communication Self Manager Peer Subordinate
Avs 3.75 2.75 4.58 3.83
N 1 1 3 3
Average
4.00
7
32. Articulates and enunciates clearly when speaking and communicating Self Manager Peer Subordinate
Avs 3.00 2.00 6.00 4.33
N 1 1 3 3
Average
4.71
7
49. Clearly expresses and requests information from others Self Manager Peer Subordinate
Avs 2.00 4.00 5.67 3.67
N 1 1 3 3
Average
4.57
7
15. Maintains eye contact when communicating with others Self Manager Peer Subordinate
Avs 4.00 2.00 4.00 3.33
N 1 1 3 3
Average
3.43
7
1
1
1
1
Sample Participant
2
2
2
2
3
3
3
3
4
4
4
4
© 2005 Envisia Learning
5
5
5
5
6
6
6
6
7
7
7
7
35
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued 74. Provides clear, succinct and logical answers to questions from others Self Manager Peer Subordinate
Avs 6.00 3.00 2.67 4.00
N 1 1 3 3
Average
3.29
7
1
Sample Participant
2
3
4
© 2005 Envisia Learning
5
6
7
36
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Team/Interpersonal Support Self Manager Peer Subordinate
Avs 2.60 4.00 4.13 3.87
N 1 1 3 3
Average
4.00
7
61. Encourages cooperation and teamwork among people who depend on each other to get work done Self Manager Peer Subordinate
Avs 3.00 6.00 4.67 4.00
N 1 1 3 3
Average
4.57
7
71. Expresses confidence in the skills and abilities of others Self Manager Peer Subordinate
Avs 4.00 5.00 4.00 4.00
N 1 1 3 3
Average
4.14
7
11. Takes initiative and offers formal and informal assistance, training and coaching to others Self Manager Peer Subordinate
Avs 2.00 4.00 4.00 4.33
N 1 1 3 3
Average
4.14
7
1
1
1
1
Sample Participant
2
2
2
2
3
3
3
3
4
4
4
4
© 2005 Envisia Learning
5
5
5
5
6
6
6
6
7
7
7
7
37
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued 28. Provides timely and ongoing feedback to others regarding working relationships and job performance Self Manager Peer Subordinate
Avs 3.00 3.00 4.00 3.67
N 1 1 3 3
Average
3.71
7
45. Acknowledges and recognizes the contributions and accomplishments of others Self Manager Peer Subordinate
Avs 1.00 2.00 4.00 3.33
N 1 1 3 3
Average
3.43
7
1
1
Sample Participant
2
2
3
3
4
4
© 2005 Envisia Learning
5
5
6
6
7
7
38
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Self-Development Self Manager Peer Subordinate
Avs 4.50 3.25 4.92 3.25
N 1 1 3 3
Average
3.96
7
18. Pursues continuous learning and self-development of knowledge, experiences and skills Self Manager Peer Subordinate
Avs 4.00 5.00 5.67 6.00
N 1 1 3 3
Average
5.71
7
35. Realistically appraises one’s own strengths and development areas (i.e., accurate perceives skills and abilities) Self Manager Peer Subordinate
Avs 1.00 3.00 5.33 3.00
N 1 1 3 3
Average
4.00
7
52. Manages time effectively and efficiently Self Manager Peer Subordinate
Avs 7.00 3.00 4.33 2.00
N 1 1 3 3
Average
3.14
7
1
1
1
1
Sample Participant
2
2
2
2
3
3
3
3
4
4
4
4
© 2005 Envisia Learning
5
5
5
5
6
6
6
6
7
7
7
7
39
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued 1. Seeks and applies feedback and constructive criticism from others Self Manager Peer Subordinate
Avs 6.00 2.00 4.33 2.00
N 1 1 3 3
Average
3.00
7
1
Sample Participant
2
3
4
© 2005 Envisia Learning
5
6
7
40
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Interpersonal Sensitivity/Empathy Self Manager Peer Subordinate
Avs 4.60 3.60 3.87 4.00
N 1 1 3 3
Average
3.89
7
27. Demonstrates understanding, tolerance and sensitivity towards diversity in the workforce (e.g., gender, race, ethnicity, sexual orientation, etc.) and treats others in a fair and consistent manner Self Manager Peer Subordinate
Avs 7.00 3.00 4.67 4.33
N 1 1 3 3
Average
4.29
7
Avs 3.00 5.00 5.00 3.33
N 1 1 3 3
4.29
7
Avs 5.00 2.00 4.00 4.67
N 1 1 3 3
4.00
7
1
1
2
2
3
3
4
4
5
5
6
6
7
7
60. Shows an interest in and is considerate of the feelings and needs of others Self Manager Peer Subordinate Average 1
2
3
4
5
6
7
44. Develops and maintains warm, friendly, and sensitive relationships with others Self Manager Peer Subordinate Average 1
Sample Participant
2
3
4
© 2005 Envisia Learning
5
6
7
41
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued 70. Makes an effort to understand and take an interest in how others are feeling Self Manager Peer Subordinate
Avs 5.00 6.00 2.67 3.67
N 1 1 3 3
Average
3.57
7
10. Makes it easy for others to disclose, share and openly talk about their ideas, concerns and problems Self Manager Peer Subordinate
Avs 3.00 2.00 3.00 4.00
N 1 1 3 3
Average
3.29
7
1
1
Sample Participant
2
2
3
3
4
4
© 2005 Envisia Learning
5
5
6
6
7
7
42
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Strategic Problem Solving Self Manager Peer Subordinate
Avs 3.80 2.60 4.40 3.73
N 1 1 3 3
Average
3.86
7
5. Makes decisions confidently and quickly when necessary Self Manager Peer Subordinate
Avs 5.00 4.00 5.67 4.33
N 1 1 3 3
Average
4.86
7
22. Researches and utilizes available information in order to understand and solve issues and problems Self Manager Peer Subordinate
Avs 1.00 2.00 6.33 4.00
N 1 1 3 3
Average
4.71
7
39. Generates and considers multiple options before making a decision Self Manager Peer Subordinate
Avs 5.00 3.00 3.33 4.33
N 1 1 3 3
Average
3.71
7
1
1
1
1
Sample Participant
2
2
2
2
3
4
3
4
3
3
4
4
© 2005 Envisia Learning
5
5
5
5
6
6
6
6
7
7
7
7
43
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued 56. Sticks with a decision or course of action unless it is obvious that it is incorrect Self Manager Peer Subordinate
Avs 6.00 2.00 4.33 3.33
N 1 1 3 3
Average
3.57
7
67. Makes high quality and logical decisions based on adequate data and information Self Manager Peer Subordinate
Avs 2.00 2.00 2.33 2.67
N 1 1 3 3
Average
2.43
7
1
1
Sample Participant
2
2
3
3
4
4
© 2005 Envisia Learning
5
5
6
6
7
7
44
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Leadership/Influence Self Manager Peer Subordinate
Avs 5.00 2.60 4.27 3.80
N 1 1 3 3
Average
3.83
7
69. Demonstrates a willingness to assert his/her ideas and opinions in the face of opposition and challenge Self Manager Peer Subordinate
Avs 4.00 5.00 5.33 3.33
N 1 1 3 3
Average
4.43
7
59. Communicates in a manner that inspires commitment and support towards his/her ideas, suggestions and opinions Self Manager Peer Subordinate
Avs 7.00 1.00 5.00 4.67
N 1 1 3 3
Average
4.29
7
43. Convinces and persuades others to see his/her perspective and ideas Self Manager Peer Subordinate
Avs 2.00 1.00 4.67 4.00
N 1 1 3 3
Average
3.86
7
1
1
1
1
Sample Participant
2
2
2
2
3
4
3
4
3
3
4
4
© 2005 Envisia Learning
5
5
5
5
6
6
6
6
7
7
7
7
45
EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued 26. Modifies his/her leadership style to persuade, motivate and influence others Self Manager Peer Subordinate
Avs 7.00 3.00 2.33 4.33
N 1 1 3 3
Average
3.29
7
9. Communicates and expresses ideas in a manner that persuades and influences others Self Manager Peer Subordinate
Avs 5.00 3.00 4.00 2.67
N 1 1 3 3
Average
3.29
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EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Oral Presentation Self Manager Peer Subordinate
Avs 3.75 4.00 3.83 3.75
N 1 1 3 3
Average
3.82
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50. Handles questions in meetings and presentations in a responsive and diplomatic manner Self Manager Peer Subordinate
Avs 4.00 6.00 5.00 4.67
N 1 1 3 3
Average
5.00
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16. Confidently delivers oral presentations that are persuasive, clear, and logically organized Self Manager Peer Subordinate
Avs 3.00 5.00 4.67 2.67
N 1 1 3 3
Average
3.86
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63. Restates and clarifies important points and questions from others during presentations Self Manager Peer Subordinate
Avs 2.00 3.00 3.67 3.67
N 1 1 3 3
Average
3.57
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EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued 33. Is prepared and organized for meetings, discussions and presentations Self Manager Peer Subordinate
Avs 6.00 2.00 2.00 4.00
N 1 1 3 3
Average
2.86
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EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Self-Control Self Manager Peer Subordinate
Avs 4.00 4.60 3.60 3.53
N 1 1 3 3
Average
3.71
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37. Maintains poise, composure and control of behaviors in the face of interpersonal challenge or threat Self Manager Peer Subordinate
Avs 6.00 7.00 5.33 3.33
N 1 1 3 3
Average
4.71
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Avs 5.00 5.00 4.67 4.33
N 1 1 3 3
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Avs 1.00 7.00 2.00 4.33
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66. Resists the desire to speak or act when it will not be helpful to the situation (i.e., able to control emotions and behavior when necessary) Self Manager Peer Subordinate Average 1
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3. Handles tense situations without overreacting, becoming overly emotional or defensive Self Manager Peer Subordinate Average 1
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EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued 54. Avoids taking unnecessary risks or making impulsive decisions without adequate and relevant information Self Manager Peer Subordinate
Avs 4.00 3.00 3.33 3.00
N 1 1 3 3
Average
3.14
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20. Refrains from expressing frustration or anger towards others when upset (e.g., does not raise his/her voice or get impatient with others) Self Manager Peer Subordinate
Avs 4.00 1.00 2.67 2.67
N 1 1 3 3
Average
2.43
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EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Adaptability/Stress Tolerance Self Manager Peer Subordinate
Avs 3.80 3.60 3.73 3.60
N 1 1 3 3
Average
3.66
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53. Maintains an effective balance between work, family and personal life Self Manager Peer Subordinate
Avs 2.00 7.00 4.67 3.00
N 1 1 3 3
Average
4.29
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19. Maintains a positive and constructive outlook even when plans or decisions are thwarted Self Manager Peer Subordinate
Avs 7.00 4.00 3.00 4.33
N 1 1 3 3
Average
3.71
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2. Maintains optimism and makes the most out of situations whether good or bad Self Manager Peer Subordinate
Avs 1.00 3.00 3.67 4.00
N 1 1 3 3
Average
3.71
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EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued 65. Demonstrates flexibility and resilience in response to adversity and challenge Self Manager Peer Subordinate
Avs 7.00 1.00 3.33 4.67
N 1 1 3 3
Average
3.57
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36. Handles pressure and stress well (e.g., maintains poise, stays calm under pressure, avoids losing control of his/her emotions or behavior) Self Manager Peer Subordinate
Avs 2.00 3.00 4.00 2.00
N 1 1 3 3
Average
3.00
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EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Two-Way Feedback Self Manager Peer Subordinate
Avs 4.33 4.00 2.67 3.78
N 1 1 3 3
Average
3.33
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14. Maintains close contact and communications with others (i.e., keeps others well informed) Self Manager Peer Subordinate
Avs 4.00 7.00 4.00 4.00
N 1 1 3 3
Average
4.43
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31. Informs others about relevant aspects of tasks, projects and assignments in a timely manner Self Manager Peer Subordinate
Avs 5.00 4.00 2.00 4.00
N 1 1 3 3
Average
3.14
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48. Communicates information needed by others in a prompt and timely manner Self Manager Peer Subordinate
Avs 4.00 1.00 2.00 3.33
N 1 1 3 3
Average
2.43
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EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued Achievement Orientation Self Manager Peer Subordinate
Avs 3.75 4.25 3.25 2.83
N 1 1 3 3
Average
3.21
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23. Demonstrates the ability to complete tasks, projects and assignments on time and with quality Self Manager Peer Subordinate
Avs 4.00 6.00 4.33 4.33
N 1 1 3 3
Average
4.57
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6. Works hard to achieve and accomplish tasks, projects, assignments and goals Self Manager Peer Subordinate
Avs 3.00 6.00 3.33 2.00
N 1 1 3 3
Average
3.14
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57. Performs work in a conscientious and dependable manner Self Manager Peer Subordinate
Avs 4.00 2.00 2.67 3.33
N 1 1 3 3
Average
2.86
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EMOTIONAL INTELLIGENCEVIEW360 Behavior Summary Continued 40. Follows through on stated commitments and promises Self Manager Peer Subordinate
Avs 4.00 3.00 2.67 1.67
N 1 1 3 3
Average
2.29
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EMOTIONAL INTELLIGENCEVIEW360 Open Ended Comments Summary Introduction You and your respondents had the opportunity to provide written comments online about your perceived strengths and possible development areas. These comments are provided on the next pages and are included verbatim without identifying the rater to ensure confidentiality. Please provide any written comments you have regarding the Strengths of the individual in the space provided below Please provide any written comments you have regarding the Development Areas of the individual in the space provided below Compare the open-ended comments provided in the next few pages with the graphs and other information provided in this feedback report. Please keep in mind that not all comments will be easy to understand - not everyone can provide concrete, specific, non-judgmental feedback. It is important to look for trends or themes as you read these comments - it is easy to find a single comment upsetting or even biased. However, if a number of comments focus on a specific area you might want to place a greater emphasis of importance on the specific behaviors to change to enhance your overall effectiveness. The following questions might be useful in analyzing these open-ended comments:
Are the comments consistent and reinforce the other feedback you have received? Do they add any new information or insight about your performance and effectiveness? Do you see any trends across the open-ended comments? How can you leverage your strengths? What areas are you committed to focus on as part of your professional development plan?
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EMOTIONAL INTELLIGENCEVIEW360 Open Ended Comments Summary STRENGTHS
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EMOTIONAL INTELLIGENCEVIEW360 Open Ended Comments Summary Continued DEVELOPMENT AREAS
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EMOTIONAL INTELLIGENCEVIEW360 Development Planning Guide Examining your Emotional Intelligence View 360 Feedback Report Your reactions to your Emotional Intelligence View 360 feedback report provide insight that is useful not only in the interpretation of the results, but in deciding what you may do about them. Start with your feelings about the results.
Emotional Reaction Your initial reaction to your summary feedback report is important. It provides insight that is useful in interpreting your results and in deciding what competencies you will target for your developmental planning efforts. Start with your feelings about your summary feedback report. If you had to select a single word or phrase to describe your emotional reactions, to your summary feedback report it would be:
What is it about your report that leads you to feel this way?
How do your self-ratings compare to your manager? Your direct reports? Your peers? Team members? Other raters?
What trends do you see (things that are surprising or validating)?
What new insights, if any do you get from your report?
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EMOTIONAL INTELLIGENCEVIEW360 Development Planning Guide Continued Deciding What Competencies to Work On The first column below summarizes the Emotional Intelligence View 360 competencies. Place a check next to the ones you would rate as being most important to your current position. The second column reflects competencies in which other raters have provided feedback that some additional development is desirable. Place a check next to those competencies that others see as potential development areas. Any competency with both columns checked suggests a more critical development area These should be targeted as part of your Development Plan. Competency Group Self Management
Competency
Importance
Development
Self-Development Adaptability/Stress Tolerance Self-Control Trustworthiness Strategic Problem Solving Achievement Orientation
Relationship Management
Building Strategic Relationships Conflict Management Leadership/Influence Interpersonal Sensitivity/Empathy Team/Interpersonal Support Collaboration
Communication
Written Communication Two-Way Feedback Oral Communication Oral Presentation Listening
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EMOTIONAL INTELLIGENCEVIEW360 Development Planning Guide Continued Deciding What Competencies to Work On Continued List three strengths based upon your Emotional Intelligence View 360 results to continue to leverage for successful performance in your current job or position: 1. 2. 3. List three development areas based upon your Emotional Intelligence View 360 results (i.e., behaviors you will do more, less or differently for successful performance in your current job or position): 1. 2. 3. The purpose of your Emotional Intelligence View 360 feedback is to assist you to develop specific emotional intelligence competencies. Developing skills can be challenging because it almost always means replacing current behavior with a new pattern of behavior. This is not easy! Research suggests that desired change is more likely to be successful when: The desired competency is specifically defined There is commitment and motivation to change behavior An action plan is shared with others An analysis is made of reasons for potential lack of success Other people support your behavior change The behavioral outcomes are visible and can be measured The action plan worksheet on the next page will assist you in developing one of the competencies you have identified based on the results of your Emotional Intelligence View 360. As you begin your action plan, consider the following: Focus on being specific Use the recommendations in your feedback report as a basis for your behavioral plan Keep your plan simple and put it in writing Define how to monitor and evaluate results Sample Participant
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EMOTIONAL INTELLIGENCEVIEW360 Development Planning Guide Continued Deciding What Competencies to Work On Continued Summarize your key development area (competency) that you plan to focus on. Target these toward a specific group and list them in order of importance in the space provided below: I wish to increase my own general effectiveness in the following areas:
I wish to increase my effectiveness with my Manager in the following areas:
I wish to increase my effectiveness with my Direct Reports in the following areas:
I wish to increase my effectiveness with my Team Members or Peers in the following areas:
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EMOTIONAL INTELLIGENCEVIEW360 Development Planning Guide Continued Competency:
Development Activities:
Target Dates:
Support/Resources Required:
Measures of Success:
Results/Outcomes:
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