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The Future of Feedback, Accountability, and Organizational Transparency

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by

Louis Carter

on 2 July 2013

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Transcript of The Future of Feedback, Accountability, and Organizational Transparency

WE ARE LIVING IN A RAPIDLY CHANGING SOCIAL ENVIRONMENT
Social Networks are Becoming :
Primary channel of communication for personal & professional conversations, interactions and knowledge sharing.
Common place and part of our lifestyle.
SOCIAL NETWORKING AS A
Networks of people are easily accessible,
Quick/real time sharing
Enabling knowledge sharing.. collaboration.. change management.. engagement...
PRODUCTIVITY TOOL
The Future of Feedback, Accountability, and Organizational Transparency
ENTERPRISES
Power and results will go to the enterprises that can:
Enable rapid exchanges of ideas
Feedback and development to adapt to rapid change
Actively engage leaders and employees
Enterprises have a Great Opportunity
To establish their own platform for networking their leaders and employees in a format that is :
An emerging way of life in human interactions....
Facilitate and enable transparency and visibility of talent
DEVELOPMENT
The most powerful development comes from the constructive and supportive interactions and feedback from colleague.
Traditional 360 feedback tools are used to formally
collect feedback
from stakeholders around a leader and employee and typically debriefed with them by a certified coach or HR professional.
Traditional 360 feedback processes and/or coaches have many limitations
These are typically one-time events or conducted at a point in time annually, not fluid or dynamic
limited
support around them

limited
transparency regarding their development focus,

limited
opportunities to keep the development visible and active,
limited
meaningful and immediate feedback from stakeholders around them that give examples and suggestions through the course of interactions
THE MISSION
We set-out to bring
leadership
development into the world of cloud computing....
and
bring the power of cloud computing to leadership development.
A way to make feedback, development, knowledge sharing, collaboration and peer coaching as
dynamic, transparent, engaging and satisfying
as cloud computing is to millions of people.
Organizations
benefit from talent development, engagement and knowledge transfer....
individuals
benefit through meaningful and real time growth and development.
There are an estimated 10 Million of 360 assessments conducted each year at an average price of 220/user.
Our mission is bring enterprises an
affordable and powerful
means to overcome all the limitations of traditional 360
Allowing
action learning
and
event-driven assessment
and
group reporting
in a
cloud computing environment
THE SOLUTION
HOW IT
You may register in one-click with linkedin or facebook Or add simple registration information.
REGISTERING IS AS EASY AS CLICKING “Register with Linkedin”
WORKS
COMBINING COLLABORATION WITH EVALUATION
Skillrater.com combines collaborative networking with a multi-rater, 360-degree process, in order to extract the valuable feedback that gets lost in traditional evaluation processes.
REQUESTS FOR RATINGS
Individuals request ratings on specific activities/tasks. This type of feedback has been shown to increase performance. Add your skills in the existing categories or choose from the skills that were imported by your team administrator or straight from linkedin!
RATING BASED ON COLLABORATIVE
FEED-FORWARD
Nobody likes to be negative. Skillrater prompts responders with positive feedback, allowing for honest responses. You fill out your profile automatically by importing it from Linkedin and use your social networks to invite anyone to rate you.
SHARE FEEDBACK AND DISCUSS
YOUR RATINGS!
Share your feedback with the world, with a selected few, or keep it completely private. After receiving ratings, discuss your feedback with your raters in the comments section.
CREATE YOUR OWN TEAM OR ORGANIZATION
COLLABORATIVE FEEDBACK NETWORK
Create your own colaborative network geared toward your high potential leaders, executive board, divisions, client groups, or any team you wish. Add your own skills related to your team or organization. Team members will choose these skills from the skills menu, for your specific team.
ASK QUESTIONS, SHARE STATUS, AND NETWORK!
Ask questions to your network, followers, or teams. Comment on your ratings or take part in discussions about your most important questions.
RE-RATE TO SEE CHANGES OVER TIME!
View stunning spiders charts of ratings to discover changes in results and behavior over time.
THE APPLICATIONS
SKILLRATER IS USED BY OUR WORLD'S LEADING CORPORATIONS
CLO

- build a learning culture, launch as part of leadership programs or high-potential cohort programs
Project Leaders

- use to launch or improve project teams...
Leadership Competencies
- use to launch leadership competency models - make new behaviors transparent, part of the organization's language, use to build a culture of leadership and development around the behaviors your enterprise value most.
Channel Partners
(professional L&D firms) - utilize in client environments to enable your 360 feedback tools to come alive and improve the likelihood of real development, embed in action learning program designs to facilitate cohort learning experiences, keep programs and learning alive between the events - make learning and enabled process!
Executives

- accelerate the strength and Board confidence in the quality and effectiveness of leadership and talent in the organization, enable innovation and customer satisfaction by enabling collaboration, knowledge sharing, talent visibility and mining the strength of your talent.
FEATURES AT GLANCE
MEMBER PROFILE
ADD RATERS
ADD SKILLS
MY SKILLS
360-DEGREE RATINGS AND SPIDER CHARTS ANALYZING RATINGS
INVITE NEW RATERS THROUGH E-MAIL
ADD ADDITIONAL GROUPS
REQUEST RATINGS FOR COMPANY AND GROUPS
VIEW RATINGS OF USER ACCOUNTS IN ORGANIZATION/GROUP
INBOX/E-MAILING
REQUEST RATINGS
SKILL CARD
RATING REQUESTS
IMPORT/INVITE GMAIL, YAHOO, FACEBOOK, AND LINKEDIN CONTACTS
ADD COMPANY RATERS
ADD COMPANY SKILLS
MY RATING AND SPIDER CHARTS
SOCIAL NETWORKING (STATUS, ASK QUESTIONS, FOLLOW)
FEATURES
A new IBM (NYSE: IBM) study of more than
1,700
Chief Executive Officers from
64
countries and
18
industries worldwide reveals that
:
CEOs are changing the nature of work by adding a powerful dose of openness, transparency and employee empowerment to the command-and-control ethos that has characterized the modern corporation for more than a century.
According to the IBM CEO study
Companies that outperform their peers are

30 percent more likely

to identify openness – often characterized by a greater use of

social media as a key enabler

of collaboration and innovation – as a key influence on their organization.
To forge closer connections with
Customers, partners and a new generation of employees in the future, CEOs will shift their focus from using e-mail and the phone as primary communication vehicles to using
social networks as a new path for direct engagement.
30%
70%
Social Media
Group Admins and Coaches may define their own company skills and competencies.
When an employee or team member requests rating, they simply click on the Team and then a list of Team skills will appear. They will be able to get rated on these specific skills as they relate to the activity in which they are requesting feedback.
Group reporting enables the admin to view all of the 360-degree spider charts, comments, and ratings of each group member
Marshall Goldsmith, recognized as the most influential leadership thinker in the world by Harvard Business Review, and author of the New York Times bestseller, What Got You Here Won’t Get You There
“Skillrater is a great tool. Leaders and managers are going to fall in love with it...There is no better way for organizational leaders to track talent data. Skillrater gives you a simple way to request receive feedback on what you are doing, while building an in-house colaborative network to discuss the feedback. The ability to customize Skillrater around the desired competencies of your organization is brilliant.”
Companies that outperform their peers
More likely to identify openness as a key influencer in the organization
Are
The Future of Feedback, Accountability, and Organizational Transparency
Full transcript