FEEDBACK REPORT

SECTION I: INTRODUCTION
Sample Report, October/1999

Compass will provide you with information about your current behavior on the job. It
can help you identify strengths and expand your repertoire of effective practices.

Several weeks ago, you completed a Compass Self report, and asked others you
work with to provide feedback on your use of fourteen managerial practices.
Extensive research has shown that these practices are closely related to managers’
effectiveness on the job.

Of course, the importance of each practice will vary depending on the particular
demands of your job. Your Compass feedback will give you the opportunity to
examine the following:

• The importance of the fourteen practices to your job

• How frequently you use each practice

• How frequently people in your organization would like you to use each
practice

We received the following numbers of completed questionnaires, which were used

to generate your feedback report.

Completed Questionnaires
Self 1
Direct Reports 3
Colleagues 5
Boss 1

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FEEDBACK REPORT
IMPORTANCE RATINGS
Sample Report

Most Essential Practices

You completed a section of the Compass questionnaire that asked you to rate how
important each managerial practice is to the effective performance of your job.
Likewise, your boss rated the importance of each practice for your job.

Our research shows that all of these practices are frequently considered important or
essential. However, some practices may be more important than others, based on
the demands of your particular job. Therefore, both you and your boss selected the
top four practices that are most important for your job.

Below you’ll find a display of the top four practices selected by you and your boss.
Look for similarities and differences between your view and your boss’ view. If you
and your boss have different opinions about which practices are most important for
your job, you may want to schedule a meeting to come to a better understanding. It
may be useful to discuss what each of you considers most important, and why.

Key
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2
 FEEDBACK REPORT
Importance Ratings

Sample Report
This display will allow you to compare your rating of the importance of each
practice with your boss' rating. For each practice, you selected one of the following
choices:

5 Absolutely Essential
4 Very Important
3 Moderately Important
2 Slightly Important
1 Not Relevant

When looking at the ratings in this section, you may wish to pay attention to:

• How your boss' view of importance compares with your own view

• How the importance of each practice compares to the importance of other practices

• Whether there are patterns in the importance ratings by cluster

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FEEDBACK REPORT

Sample Report

IMPORTANCE RATINGS
Not Relevant Slightly Moderately Very Important Absolutely NOTES
Important Important Essential

1 2 3 4 5

Informing Self 4.0

Boss 5.0

Clarifying Self 4.0

Boss 4.0

Monitoring Self 3.0

Boss 4.0

Planning Self 5.0

Boss 5.0

Problem Solving Self 5.0

Boss 5.0

Consulting Self 4.0

Boss 4.0

Delegating Self 3.0

Boss 3.0

Influencing Self 4.0

Boss 5.0

Recognizing Self 5.0

Boss 4.0

Rewarding Self 5.0

Boss 3.0

Supporting Self 4.0

Boss 4.0

Mentoring Self 3.0

Boss 4.0

Networking Self 5.0

Boss 5.0

Teambuilding Self 3.0

Boss 5.0

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 FEEDBACK REPORT
Summary: The Importance Scores

Sample Report
1. Which practices do you and your boss agree are most important to the effective
performance of your job? On which practices do you disagree?

AGREE DISAGREE
• ___________________________ • ___________________________
• ___________________________ • ___________________________
• ___________________________ • ___________________________
• ___________________________ • ___________________________
• ___________________________ • ___________________________
• ___________________________ • ___________________________
• ___________________________ • ___________________________
• ___________________________ • ___________________________

2. What issues need to be clarified or discussed with your boss?

• _______________________________________________________________
• _______________________________________________________________
• _______________________________________________________________

3. Based on this information, which practices would you say are most critical for the
effective performance of your job?

• _______________________________________________________________
• _______________________________________________________________
• _______________________________________________________________
• _______________________________________________________________

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FEEDBACK REPORT
SECTION II: FEEDBACK: COMMUNICATING
Sample Report

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In this section, you will find detailed feedback on your use of the practices in the
Communicating cluster: Informing, Clarifying, and Monitoring.

Informing: disseminating relevant information about decisions, plans and activities

to people who need the information to do their work.

Clarifying: assigning work, providing direction on how to do the work, and

communicating a clear understanding of job responsibilities, task objectives,
priorities, deadlines and performance expectations.

Monitoring: gathering information about work activities and external conditions

affecting the work, checking on the progress and quality of the work, and evaluating
the performance of individuals and the effectiveness of the work unit.
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 FEEDBACK REPORT
INFORMING
Sample Report
OVERALL FREQUENCY
Almost PERCENTILE
Never Seldom Sometimes Usually Always
1 2 3 4 5

Self 3.8=
Direct Reports 3.3= 10th
Informing Colleagues 3.9= 40th
Boss 3.8= 40th

BEHAVIOR ITEMS
Almost RESPONSES NOTES
Never Seldom Sometimes Usually Always
1 2 3 4 5 1 2 3 4 5 NA ?

1. Promptly informs people about a decision that affects their work.

Self 4.0= 1

Direct Reports 3.7= 1 1 1

Colleagues 4.4= 3 2

Boss 5.0= 1

2. Passes on relevant information obtained in conversations with

other people.
Self 3.0= 1

Direct Reports 3.3= 1 2

Colleagues 3.8= 2 2 1

Boss 4.0= 1

3. Passes on memos, reports, and other written materials that are

relevant to people who would otherwise not receive them.
Self 4.0= 1

Direct Reports 3.0= 3

Colleagues 3.3= 3 1 1

Boss 3.0= 1

4. Informs people about relevant aspects of activities and plans.

Self 4.0= 1

Direct Reports 3.0= 1 1 1

Colleagues 4.3= 3 1 1

Boss 3.0= 1

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FEEDBACK REPORT

Sample Report

Key
= # of Direct Reports
= # of Colleagues
= # of Boss
RECOMMENDATIONS
DO MORE DO SAME DO LESS NOTES

3 0

Informing 3 2

0 1

Notes on Informing

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 FEEDBACK REPORT
SUMMARY: COMMUNICATING
Sample Report

IMPORTANCE RATINGS
Not Relevant Slightly Moderately Very Important Absolutely NOTES
Important Important Essential

1 2 3 4 5

Informing Self 4.0

Boss 5.0

Clarifying Self 4.0

Boss 4.0

Monitoring Self 3.0

Boss 4.0

OVERALL FREQUENCY
Almost PERCENTILE
Never Seldom Sometimes Usually Always
1 2 3 4 5

Self 3.8=
Direct Reports 3.3= 10th
Informing Colleagues 40th
3.9=
Boss 3.8= 40th

Self 3.8=
Direct Reports 3.1= * 10th
Clarifying Colleagues 60th
4.3=
Boss 4.0= 70th

Self 3.7=
Direct Reports 2.7= * 10th
Monitoring Colleagues 30th
3.4=
Boss 4.3= 90th

* = Significant gap between self rating and others’ ratings

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FEEDBACK REPORT

Sample Report Key

= # of Direct Reports
= # of Colleagues
= # of Boss
RECOMMENDATIONS
DO MORE DO SAME DO LESS NOTES

3 0

Informing 3 2

0 1

1 2

Clarifying 2 3

0 1

2 1

Monitoring 4 1

1 0

Notes on Communicating

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 FEEDBACK REPORT
Summarizing the Feedback on Communicating

Sample Report

1. What surprises did you receive from your feedback on Communicating?

Positive
• ___________________________________________________________________
• ___________________________________________________________________
• ___________________________________________________________________

Negative
• ___________________________________________________________________
• ___________________________________________________________________
• ___________________________________________________________________

2. What aspects of your Communicating behavior were confirmed for you?

Positive
• ___________________________________________________________________
• ___________________________________________________________________
• ___________________________________________________________________

Negative
• ___________________________________________________________________
• ___________________________________________________________________
• ___________________________________________________________________

3. What parts of the feedback would you like to investigate further to understand
more clearly?

• ___________________________________________________________________
• ___________________________________________________________________
• ___________________________________________________________________

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FEEDBACK REPORT
SECTION IV: SUMMARY OF IMPORTANCE
AND FREQUENCY
Sample Report

In this section, you’ll find a summary of your feedback on Importance, Frequency

and Recommendations. This summary is designed to help you identify areas of
interest and areas of concern as you continue to analyze your feedback.

The following pages contain two grids: one summarizes your feedback from direct
reports, and the other summarizes your feedback from colleagues.

The vertical axis shows all the practices in order of your frequency scores. The
practice closest to the bottom of the grid is the one for which you received the
lowest overall score. The practice closest to the top is the one for which you
received the highest overall score. Next to the name of the practice, you’ll also find
the overall score for the practice, the percentile ranking, and the recommendation
selected by the majority of your direct reports and colleagues.

On the horizontal axis, you’ll find three divisions of importance:

• The practices that fall into the left third of the grid are those that you and your
boss agree are among the top four in importance. You’ll want to pay particular
attention to the detailed feedback for these practices.

• The practices in the middle third of the grid are all considered Very Important or
Absolutely Essential by you and/or your boss. Either you or your boss may
consider any of these practices to be among the top four in importance, but you do
not both agree on this point. As you continue to analyze your data, you may
want to pay particular attention to those practices in this section with lower
frequency ratings.

• Those practices that fall into the right third of the grid are those you and your boss
rated Moderately Important or lower. Low importance ratings are fairly
uncommon; if you have practices that fall into this part of the grid, the demands
and requirements of your current situation may differ significantly from other
managerial jobs.

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 FEEDBACK REPORT
SUMMARY
Key
Sample Report = Self
= Boss
Importance, Frequency, and Recommendations = Self and Boss agree
are most essential
Direct Reports Colleagues Boss
HIGHEST

Supporting Do Same Consulting Do Same Monitoring Do More

4.1/30th 4.4/70th 4.3/90th

Networking Do Same Teambuilding Do More

3.6/10th Supporting Do Same 4.2/70th
4.3/60th
Recognizing Do More Networking Do Same
3.5/20th 4.2/60th
Clarifying Do Same
Mentoring Do More 4.3/60th Clarifying Do Same
3.3/30th 4.0/70th
Problem
Solving Do Same Recognizing Do Same Mentoring Do Same
3.3/10th 4.2/50th 4.0/70th

Informing Do More Problem Supporting Do More

3.3/10th Solving Do Same 4.0/50th
4.1/60th
FREQUENCY

Delegating Do Same Rewarding Do Same

3.3/10th 4.0/40th
Teambuilding Do More
4.0/30th
Consulting Do Same Influencing Do More
3.2/10th 3.8/60th

Informing Do More
Clarifying Do Same Informing Do Same
3.9/40th
3.1/10th 3.8/40th

Rewarding Do More Recognizing Do Same

Planning Do More
3.0/10th 3.7/60th
3.9/40th
Problem
Planning Do More Solving Do Same
3.0/10th Networking Do Same 3.7/10th
3.9/30th
Teambuilding Do More Consulting Do More
2.9/10th 3.4/30th
Monitoring Do More
Monitoring Do More 3.4/30th Delegating Do More
2.7/10th 3.0/20th
LOWEST

Influencing Do More Influencing Do More Planning Do Same

2.7/10th 3.4/20th 2.8/10th

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