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Leaders Seek Feedback: Your LSI 360 Feedback
The LSI is...
Stimulus
+
Thought =
LSI 1 • measures thoughts and attitudes that motivate your behaviour.
Response
LSI 2 • provides feedback on how your behaviour patterns are interpreted by others. • how you relate to others. • how you solve problems & make decisions. 2
The LSI is...
• scientifically valid & reliable; • based on more than 30 years research and use; • a practical tool used with more than 1 million people; • confidential; • a thorough measure of performance; • a snapshot in time; • a prescriptive development tool; • NOT a performance appraisal tool.
3
Outcomes from the LSI
• • • •
greater self-understanding. improved ability to work as part of a team. knowledge of the impact your behaviour has on others. fresh perspective of your potential strengths and areas of difficulty. • comprehensive, interactive plan of action for setting development goals and mapping out the most appropriate means for achieving them. • a means to measure progress over time.
But … it’s not everything...
4
What is feedback? Feedback is information: – People receive positive and negative information in order to make decisions and learn.
Objective of giving feedback: – Creating the line of sight between action and outcome/consequence. – Knowing more about yourself. – Improves performance. Part of Action Learning Process: – Others give feedback, support, challenge and congratulate.
Feedback is just feedback. Until you do something with it. 5
Meta Change Process
6
Reactions to LSI 1 and 2 Feedback
•Shock •Denial •Anger •Bargaining •Depression •Acceptance
Action 7
Handling Feedback
Guidelines for handling feedback from others: • Your feedback is strictly confidential. • Your “self” scores reflect your own view of yourself. • Your “others” scores reflects their perceptions of your behaviour. • See your LSI feedback as simply new information in which to improve your own performance. • Assume a non-judgmental attitude toward your results. • You will all have the opportunity to discuss your feedback privately with us if you wish.
8
The Rule of Thirds
1/3 of Participants
1/3 of Participants
LSI 1
LSI 2
Self
Others
=
>
< 1/3 of Participants
9
Percentile Score Description
90% score below this point 10% score above this point 75% score below this point 25% score above this point
HIGH
50% score below this point 50% score above this point 25% score below this point 75% score above this point
MEDIUM
10% score below this point 90% score above this point
HIGH
MEDIU M
LOW
LOW
10
Norming Base for LSI
LSI 1
9,207 adult males and females. Represents several levels within various organizations, organizations of all sizes, a wide range of ages and levels of education. Includes CEOs, managers, division/department heads, supervisors, sales professionals, medical personnel, educational personnel, accountants, bankers, consultants.
LSI 2
35,000 managers. Represents several levels within various organizations and industries (includes Aus/NZ data). Includes various levels of managers and professions.
11
LSI-1/LSI-2 Norming Differences
LSI-1
LSI-2
Self Description
Description by Others
13 12
LSI 1 and 2 Feedback
• Profile Supplement. • LSI 1 feedback. • Self Development Guide (SDG) - review styles. • LSI 2 feedback.
13
Your Results – LSI 1
Using the front page of the Item by Item Report – Mark each style with your score on the appropriate circumplex in the Profile supplement. – Connect the dots to form your circumplex. Read in Self Development Guide on the following – Your Primary Style – the one that “sticks out” the most. – The lowest Constructive Style. Look at all the pages in the Item by Item Report for specific behaviours.
Awareness 14
Your Results – LSI 2
Using the front page of the Item by Item Report – Mark each style with your score on the appropriate circumplex in the Profile supplement. – Connect the dots to form your circumplex. Read in Self Development Guide on the following – Your Primary Style – the one that “sticks out” the most. – The lowest Constructive Style. Look at all the pages in the Item by Item Report for specific behaviours.
Awareness 15
Understanding Your Results #1
Buddy up with someone and take your respective LSIs “for a walk”: – Share as much as you feel comfortable about your results and the key messages for you. – What surprised you? – What was confirmed? 15 minutes
Awareness/Acceptance
16
Leaders Seek Feedback: Your LSI 360 Feedback
The LSI is...
Stimulus
+
Thought =
LSI 1 • measures thoughts and attitudes that motivate your behaviour.
Response
LSI 2 • provides feedback on how your behaviour patterns are interpreted by others. • how you relate to others. • how you solve problems & make decisions. 2
The LSI is...
• scientifically valid & reliable; • based on more than 30 years research and use; • a practical tool used with more than 1 million people; • confidential; • a thorough measure of performance; • a snapshot in time; • a prescriptive development tool; • NOT a performance appraisal tool.
3
Outcomes from the LSI
• • • •
greater self-understanding. improved ability to work as part of a team. knowledge of the impact your behaviour has on others. fresh perspective of your potential strengths and areas of difficulty. • comprehensive, interactive plan of action for setting development goals and mapping out the most appropriate means for achieving them. • a means to measure progress over time.
But … it’s not everything...
4
What is feedback? Feedback is information: – People receive positive and negative information in order to make decisions and learn.
Objective of giving feedback: – Creating the line of sight between action and outcome/consequence. – Knowing more about yourself. – Improves performance. Part of Action Learning Process: – Others give feedback, support, challenge and congratulate.
Feedback is just feedback. Until you do something with it. 5
Meta Change Process
6
Reactions to LSI 1 and 2 Feedback
•Shock •Denial •Anger •Bargaining •Depression •Acceptance
Action 7
Handling Feedback
Guidelines for handling feedback from others: • Your feedback is strictly confidential. • Your “self” scores reflect your own view of yourself. • Your “others” scores reflects their perceptions of your behaviour. • See your LSI feedback as simply new information in which to improve your own performance. • Assume a non-judgmental attitude toward your results. • You will all have the opportunity to discuss your feedback privately with us if you wish.
8
The Rule of Thirds
1/3 of Participants
1/3 of Participants
LSI 1
LSI 2
Self
Others
=
>
< 1/3 of Participants
9
Percentile Score Description
90% score below this point 10% score above this point 75% score below this point 25% score above this point
HIGH
50% score below this point 50% score above this point 25% score below this point 75% score above this point
MEDIUM
10% score below this point 90% score above this point
HIGH
MEDIU M
LOW
LOW
10
Norming Base for LSI
LSI 1
9,207 adult males and females. Represents several levels within various organizations, organizations of all sizes, a wide range of ages and levels of education. Includes CEOs, managers, division/department heads, supervisors, sales professionals, medical personnel, educational personnel, accountants, bankers, consultants.
LSI 2
35,000 managers. Represents several levels within various organizations and industries (includes Aus/NZ data). Includes various levels of managers and professions.
11
LSI-1/LSI-2 Norming Differences
LSI-1
LSI-2
Self Description
Description by Others
13 12
LSI 1 and 2 Feedback
• Profile Supplement. • LSI 1 feedback. • Self Development Guide (SDG) - review styles. • LSI 2 feedback.
13
Your Results – LSI 1
Using the front page of the Item by Item Report – Mark each style with your score on the appropriate circumplex in the Profile supplement. – Connect the dots to form your circumplex. Read in Self Development Guide on the following – Your Primary Style – the one that “sticks out” the most. – The lowest Constructive Style. Look at all the pages in the Item by Item Report for specific behaviours.
Awareness 14
Your Results – LSI 2
Using the front page of the Item by Item Report – Mark each style with your score on the appropriate circumplex in the Profile supplement. – Connect the dots to form your circumplex. Read in Self Development Guide on the following – Your Primary Style – the one that “sticks out” the most. – The lowest Constructive Style. Look at all the pages in the Item by Item Report for specific behaviours.
Awareness 15
Understanding Your Results #1
Buddy up with someone and take your respective LSIs “for a walk”: – Share as much as you feel comfortable about your results and the key messages for you. – What surprised you? – What was confirmed? 15 minutes
Awareness/Acceptance
16
