Simon Sample
Confidential Feedback Report
GAMA
Leadership

360°
Feedback Report This page is left blank to accomodate duplex printing of this report.
© 2006 STAR
GAMA Table of Contents and Response Rates
Your report contains feedback
from the following participants:
Self
Your Boss
Mgr Sub
Mgr Peer
Staff
Producer
1
1
5
3
4
4
© 2006 STAR
GAMA
16104
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2
17
18
19
20-21
22
23
24
25
26
27
28
29
30
31
32-33
Achievement Orientation
Analytical Thinking
Conceptual Thinking
Developing Others
Empowering Others
Executive Maturity
Flexibility
Holding People Accountable
Impact and influence
Integrity
Interpersonal Understanding
Organizational Awareness
Relationship Building
Respect for Others
Team Leadership
Number of Respondents by Group
What's in Your Report
Competency Summaries:
Self and Respondent Groups
Top and Bottom 3 by Respondent Group
Strengths and Developmental Opportunities
Strengths
Development Opportunities
Hidden Strengths
Blind Spots
Detailed Feedback Results:
2
3
5-6
7
9-10
11-12
13
14
GAMA Leadership Competency Areas
Business Process Competency Areas
34
35 Definitions and Calculations:
Report Section:
Your multi-rater feedback report is broken into three sections.
Each section is designed to present your results from a different
perspective, in a way that assists you in your personal
development. Here is a summary of each section:
Competency Summary Results
The survey questions are organized into groups called
competencies. The scores for all questions in a competency are
averaged to produce an overall competency score.
This section presents your competency scores from various
perspectives:
- your scores compared to those given by your manager;
- your scores compared to those from other rater groups; and
- your competencies given the highest scores.
Strengths and Developmental Opportunities
When you receive high scores in a specific area, that area can
be considered a strength. Also, when others give you scores
higher than you give yourself, that area can be a hidden
strength. It is referred to as hidden because you may not be
aware that others believe you are strong in that area.
Conversely, low scores represent opportunities for you to
develop your skills in a specific area. In addition, when others
give you scores lower than you give yourself, you may have a
'blind spot' or an area you can focus on for specific
improvement.
This section lists strengths, hidden strengths, developmental
opportunities and blind spots.
Question and Competency Details
Each page in this section is organized by competency. At the
top of each page are the overall competency results. The
results for each question included in the competency are listed
on the bottom portion of the page.
The detail for each question and competency includes:
- average score by rater group and overall
- gap by rater group and overall
- ranking by rater group and overall
Respondent Group:
A group of respondents who have the same relationship to you, for
example peers, direct reports.
Overall Score:
The average of all responses, excluding those from self, for a
question or competency.
Strength:
The competencies and questions for which you received the highest
scores.
Hidden Strength:
Questions and competencies where you gave yourself lower scores
than your boss gave you.
Developmental Opportunity:
The competencies and questions for which you received the lowest
scores.
Blind Spot:
Questions and competencies where you gave yourself higher scores
than your boss gave you.
Score:
The average of all responses for a specific respondent group for a
specific question or competency.
Gap:
The difference between your score and the scores from a
respondent group or the overall score. Negative gaps indicate that
you scored yourself higher than you were scored.
Rank:
The rank minus one indicates the number of questions or
competencies that received higher scores. For example, a rank of
48 indicates that 47 questions received higher scores. A rank of 1 is
the highest ranking possible.
© 2006 STAR
GAMA
16104
page
3 In the following four pages, you will find your feedback competency scores summarized by rater group,
and by rank.
Competency Summary Results
- The chart on page 5 summarizes and compares the competency scores for self and your
supervisor.
- The chart on page 6 summarizes and compares the competency scores for self and all
other rater groups except your supervisor.
- The table on page 7 lists the three competencies given the highest and lowest scores by
each rater group.
© 2006 STAR
GAMA
16104
page
4 Competency Scores - Self and Boss
Simon Sample
© 2006 STAR
GAMA
16104
page
Achievement Orientation
Analytical Thinking
Conceptual Thinking
Developing Others
Empowering Others
Executive Maturity
Flexibility
Holding People
Accountable
Impact and Influence
Integrity
Interpersonal Understanding
Organizational A
wareness
Relationship Building
Respect for Others
T
eam Leadership
0
1
2
3
4
5
Self
Your Boss
5
1 = No Extent 2 = Little Extent 3 = Some Extent 4 = Great Extent 5 = Very Great Extent Simon Sample
Competency Scores - Self and Respondent Groups Except Boss
© 2006 STAR
GAMA
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3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
Achievement Orientation
Analytical Thinking
Conceptual Thinking
Developing Others
Empowering Others
Executive Maturity
Flexibility
Holding People
Accountable
Impact and Influence
Integrity
Interpersonal Understanding
Organizational A
wareness
Relationship Building
Respect for Others
T
eam Leadership
0
1
2
3
4
5
Self
Mgr Sub
Mgr Peer
Staff
Producer
3
Overall
6
1 = No Extent 2 = Little Extent 3 = Some Extent 4 = Great Extent 5 = Very Great Extent 4.5
4.5
4.5
4.8
4.0
4.0
4.5
4.5
4.3
5.0
4.9
4.7
5.0
4.4
4.4
4.5
4.2
4.2
4.4
4.2
4.2
Self
Analytical Thinking
Conceptual Thinking
Flexibility
Your Boss
Integrity
Developing Others
Executive Maturity
Mgr Sub
Analytical Thinking
Flexibility
Respect for Others
Mgr Peer
Interpersonal Understanding
Integrity
Executive Maturity
Staff
Interpersonal Understanding
Team Leadership
Integrity
Producer
Analytical Thinking
Integrity
Team Leadership
Overall
Integrity
Analytical Thinking
Interpersonal Understanding
3.0
3.5
3.8
3.0
3.0
3.5
3.4
3.7
3.8
3.3
3.5
3.7
3.8
3.9
4.0
3.4
3.4
3.4
3.8
3.8
3.9
Self
Executive Maturity
Relationship Building
Impact and Influence
Your Boss
Organizational Awareness
Conceptual Thinking
Respect for Others
Mgr Sub
Interpersonal Understanding
Holding People Accountable
Developing Others
Mgr Peer
Flexibility
Organizational Awareness
Relationship Building
Staff
Conceptual Thinking
Executive Maturity
Holding People Accountable
Producer
Relationship Building
Flexibility
Developing Others
Overall
Holding People Accountable
Developing Others
Relationship Building
Simon Sample
Three Highest and Lowest Competency Scores by Rater Group
© 2006 STAR
GAMA
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Three Highest Competency Scores
Three Lowest Competency Scores
7 In the following four pages, you will find lists of competencies and questions respondents identified as
strengths and developmental opportunities. Each table also includes an overall perspective that
includes results from all respondents except yourself.
- The table on page 9 identifies those questions (and associated competencies) considered to
be strengths because they received the highest score.
- The table on page 10 identifies those questions (and associated competencies) considered to
be developmental opportunities because they received the lowest score.
- The table on page 11 identifies those questions (and associated competencies) considered to
be hidden strengths because others gave you higher scores than you gave yourself and
the questions have the greatest positive gap between your scores and scores from
others.
- The table on page 12 identifies those questions (and associated competencies) considered to
be potential 'blind spots' because you gave yourself higher scores than others gave you
and the questions have the greatest negative gap between your scores and scores from
others
.
Strengths and Developmental Opportunities
© 2006 STAR
GAMA
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page
8 Mgr Peer
Empowering Others
Empowering Others
Interpersonal Understanding
Integrity
Integrity
Mgr Sub
Developing Others
Achievement Orientation
Flexibility
Analytical Thinking
Empowering Others
Your Boss
Analytical Thinking
Achievement Orientation
Integrity
Integrity
Integrity
Self
Achievement Orientation
Organizational Awareness
Team Leadership
Achievement Orientation
Flexibility
Simon Sample
Greatest Strengths
© 2006 STAR
GAMA
16104
page
These items are identified as strengths because they received the highest overall scores from each respondent group.
9
5. Make decisions, set priorities and choose goals on the basis of calculated inputs and outputs, making explicit
considerations of potential profit, return on investment or cost-benefit analysis?
6. Effectively use the formal structure or hierarchy of the entire organization
to achieve business goals?
9. Encourage others to participate in making decisions to ensure a more complete
picture of any issue?
10. Continually look for ways to change how things are done to better support the
agencys or firms future needs?
11. Adapt tactics based on the