Hello and welcome back. In our previous video, we discussed your self-assessment grid for evaluation and how to add those other competencies needed for your selected job. We also took a look at your skill-building dashboard and how to interpret it by looking at the horizontal graph, to discover where you need to add upon or where you need to improve upon some competencies or skills needed for your job. In this video, we're going to be looking at a 360 degree self-assessment. What is it, how organizations use it, and more importantly, how can you apply it to yourself, as you aspire to procure your selected job? Let's begin. So what is it, this 360 degree self-assessment? It's really a holistic way of having multiple people input something to give you a overview of how other people are viewing you. And so we think about organizations, how is this utilized in a organization? For instance, you have yourself and what organizations usually will use this for is performance evaluation. And so they will normally ask you to write a self report. How do you view yourself, in regards to your job? Have you performed it adequately? Have you struggled? What have you been very great at? What do you need improvement? Almost a SWOT analysis. So you begin to see how all these things come together, and are very useful. The next thing they will ask, in part of your 360 degree self-assessment, they will send questions to your peers. Again, to get a sense of do you view yourself the same way that your peers are viewing you? Another person that they're going to ask is definitely the person that you report to, your boss. And your boss, being able to evaluate your performance. What you're good at. What you struggle with. What you need improvements. Also, if you have any subordinates. Employees that work for you, or report directly to you. They also going to ask, how was your performance for that particular year? Again, the same questions apply. How do you, what areas do you need improvement? What areas have you been very strong? What things can be enhanced in your performance ability to do your job? So I want to take a look at some of the questions that an organization might utilize as a survey to be able to get this information from your peers, from employees that report to you, from your boss, or even within the department, if you're working with some other departments, if the organization's kind of large. So what they use is a survey that's based upon a Likert scale. So what does that mean? Usually you have about five selections. So in a question, they might say, do you inspire continuous growth and learning in others. And so out of that they would have to select, you rank among the 10% as lagging, meaning not that great. You might be lagging amongst the third, which is a little bit higher, but not that great. It might be neutral or typical. And then you might say, well, this person is a little bit better than typical, they are amongst the leading third. And then finally, they're pretty good. That means they're amongst the leading 10%. So it's a Likert scale. Usually it's a ranking of 5, the middle being neutral. As you move to the right, you go from better to best. And as you move to the left of the neutral, you go from pretty bad to worse. And so some questions that a person might ask in regarding to leadership, for example, could be inspires continuous growth and learning in others. Another question they might ask, your ability to handle conflict in appropriate manner. A third question could be, takes initiative to solve problems. And lastly, motivates others to reach their goals. And so, if they were looking at your competency, in regards to your leadership skills, these are just an example of questions that they might ask your peers, your boss, people who report to you, as well as any other internal departments that you might be working with. Again, on a Likert scale. So how we can use this for yourself? And part of yourself is evaluation. And remember you have already gone through your self-assessment. How do you view yourself, your perspective of yourself. But now, by utilizing a tool such as this 360 degree self-assessment, you begin to see how do other people view you. Wether they're your peers or colleagues, whether people report to you, whether it's your boss, or whether it's other people within organizations and even a customer, if you work inside of a retail. And so, the importance of this is now being able to compare what you thought of yourself versus what other people are thinking of you. For instance, I might say well, I view myself as being a great presenter. I have great presentation skills. My oral ability to articulate ideals is phenomenal. But yet, when I received the results of my 360-degree self-assessment, it might show that my speaking or presentation skills is not as great as I thought that they were, but actually can use some improvement. Maybe I fidget a lot. Maybe I stumble over words. Maybe I look around and don't look at people directly. And so, I can now use this feedback that I receive to understand and set a strategy for how to improve upon myself. So that therefore, my self evaluation and self perspective will line up with how others are perceiving me. In most cases, it would never be a one for one exact match. But the ideal is to get as close as possible, so that I know that I'm perceiving myself as others are also perceiving me. So what have we learned? We learned basically about the 360 degree self-assesssment. We defined what it is, we've learned how organizations used it in evaluating our performance, but more importantly, we see how we can utilize this for ourselves. Because it's important before I begin to interview or apply for my selected job, that my evaluation of myself is accurate as possible. So what's next? We're going to revisit the SWOT analysis, as you recall in the previous course, SWOT stands for your strengths, your weaknesses, opportunities, and threats. So I look forward to seeing you in the next video. Thank you.
