What to do with your results?

• Remember, feedback has 3 components. It says:
• Something about You
• Something about your Raters (what they want from you)
• Something about your Context (i.e. if new in a job, you have a learning curve).
•  Remember, our Intent (generally positive) does not always align with our Impact (sometimes not so positive) on others. That is precisely why feedback is so helpful.
• Read your feedback several times and try to understand it from the perspective of your Raters.
• Manage your emotional response to the feedback.  It is normal to be angry or upset at first and then figure out how you could use this information to help you develop into a more effective leader or manager.  Take some time to digest the feedback before talking with your Raters.
• Do you want to know the truth or what people think you want to hear? Be a learner and show you are able to respond positively to feedback. Do not defend yourself or your raters will not feel safe to give you honest feedback. Seek first to understand.
• Thank your Raters for taking the time to provide you with feedback to help you clearly identify your strengths and also where you might be more effective.
• Let your Raters know what you are working on so that they can observe changes in you.  Ask for their support in supplying you with continued feedback to let you know when and where you are hitting your targets and the impact on them.
• If you re-take an assessment, you will have measureable proof of your improvements. These metrics are shown in the Comparative Reports.
• Meet with your Boss to let him or her know of your progress. Learning agility to produce the right kind of results is viewed very positively in organizations when it comes time for promotions!
• We have received feedback that just by rating you, Raters learn what positive behaviors they could be demonstrating to be more effective. They, too, could benefit from sending out assessments through www.feedbacktogo.com.  This will help to develop your direct reports and another level beneath them. This kind of Coaching and Developing Others is affordable easy-to-use.
• One person got feedback that they were unapproachable. He started smiling more often and saying  ‘Hello’ to people. Within one month, a number of people told him how much he had changed in response to the feedback. Remember, you can ‘Develop Success One Behavior at a Time’.