MRA / 360 Degree Feedback System — Dual Scale Surveys
Concept of Gap Size
An important step in benefiting from the 360 degree feedback is understanding the concept of Gap Size.
Gap Size is the numeric difference between how often a behavior occurs and how often the behavior is expected or needed. It is the difference between what the person believes is occurring now and what is needed or expected.
Calculating and Interpreting Gap Size
To help evaluate the effectiveness of the individual's current practices, a measurement called Gap Size was created.
Gap Size is the numeric difference between how often a behavior occurs (Question 1) and how often the behavior is expected or needed (Question 2).
Interpreting the Feedback Report
The person's Confidential Feedback Report focuses on the Gap Sizes that resulted from the way people answered the two questions.
Gap Size is the difference between what a person believes is occurring now and what is needed or expected.
The results are separated on the report to show:
— The results for each behavior based on the surveys completed by the person/Self and the person's manager/Boss.
— The results for each group that answered surveys; i.e., direct reports; peers; co-workers; team members; others; etc
If the "Self" or the "Boss" responses produced a reversal, the size of the reversal (see right column on the graphic above) is shown in the Gap Size Distribution table.
Meeting the more important needs of the majority of people is what is necessary to maintain or increase your effectiveness. It is impossible to meet every need of every person. Some people have unrealistic needs and some needs are impossible to meet.
Key Factors in Reviewing Survey Results
During the review of the results, there are 3 factors suggested to be considered as the feedback is reviewed and evaluated.
These 3 key factors are:
There are 3 things suggested to be done when using this feedback to help improve current effectiveness.
— Identify current strengths as well as identify the changes that are the most important
to make to increase his/her effectiveness.
— Develop specific strategies or improvement plans that will support his/her commitment to increase effectiveness.
— Communicate his/her commitment to change to the people who provided the feedback.
Feedback is most effective when the Perceptions 360 “Guide To Understanding Your Feedback” is used.
View Perceptions 360 brochure
Perceptions 360 report samples:
Individual report sample
Leadership report sample
Composite report sample
More Perceptions 360 Information:
About Dual Scale Surveys / Assessments
Features & Benefits
Applications and Uses
Survey Library - Available Categories
Perceptions 360 - the Process
Please contact us for more Perception's 360 information and pricing.
Return to Perception's 360 Dual Scal Surveys main page.
Tuesday, November 24, 2020