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Understanding Individual 360 Role-Based Radars

The Individual Structure

The individual radar looks a bit different from the other radars. There are usually two halves, the right side and left side. Consider the left side your left brain, the dimensions here will be Role Specific to what you do. The right side is like the right brain, it will have Interpersonal skills you expect for everyone to share as part of this team and company. Take a look at all our individual 360 radars.

Creating a Role Health Assessment (for a functional group)

A functional group (we call them a group of individuals) can also use AgilityHealth to run an assessment on that ‘community’ where everyone has the same role. You set up the reviewers for each individual separately because we don’t assume that they have all worked with each other.

For for example, you can create a new team, set the work type to ‘Group of Individuals‘ and add all the ScrumMasters in a certain area or across the company. You can then create an assessment, select the ScrumMaster Health radar for all of them and setup the reviewer list for each ScrumMaster individually. You can also enable the ‘allow reviewee to invite others’ so they can login and invite other reviewers.  Each person also completes a self-assessment.

Each individual will be able to view how they rated themselves compared to how others have rated them. Pretty powerful stuff! The textual responses are super valuable here and of course, as you would expect, there is a growth plan attached to each assessment.

Analyzing Self Assessment vs. Group

When you view the results of an individual role health assessment, you’ll see the Summary Radar in addition to the Detailed view with the plotted dots for the responses. Here are some ideas for how to analyze the radar:

  • At first glance, what is the overall radar telling you? Is it generally rounded with a few dips or do you see many dips and spikes? Are you stronger on one side vs. the other (left vs. right)?
  • How did you rate yourself compared to what others have rated you? Are you mostly higher than their average or mostly lower or on target? What does this mean?
  • Review the Top/Lowest 5 Competencies table. What does this data tell you?
  • Review the Top/Lowest 5 Consensus table. What does this data tell you?
  • Now review the textual responses, spend time on the Strengths comments and take a min to really focus on what you’re doing well. Go down and read the improvements and possible impediments. Keep a positive growth perspective to all of this and remember the most important message of all ‘FEEDBACK IS A GIFT’, most people don’t care enough to tell you how you’re doing, when people DO put in the energy and they share their perspective, take it in, understand it and decide what you can do to change that perception or reality (if that’s your goal. If you get defensive, emotional, angry then people will just not give you feedback again.

Individual Growth Planning

After doing the deep analysis above, it’s time to develop the growth plan. What can you focus on in the next few months to really grow your skills and effectiveness to the next level? Add these as growth items, define clear acceptance criteria for what ‘Done’ looks like and set some target dates. Keep this list visible in front of you and identify an accountability partner.

Generating the PDF

As you’ve seen with the other assessments, you can generate a professional looking PDF report and select which sections you want to include to share with others.

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