Multi Rater Directions
Organizations frequently provide coaching services for their Emergent Leaders, High Potentials, Sr. Leadership team members and others. The reason being, coaching is recognized for generating positive results, delivering a positive ROI and for being an effective leadership development tool. Fittingly, it can also be costly in terms of time and money; therefore demand for coaching services inside an organization typically exceeds available resources.
Although most employees could benefit, some individuals will simply be more responsive to coaching than others. Since coaching services tend to be limited, it’s imperative that organizations identify individuals upfront that would be most receptive to and benefit most from coaching.
For this reason, the Nine Box 2.0 Multi-Rater Coachability Survey was developed. It’s a simple tool to deploy (just 5-minutes for an individual to take the survey), it’s cost effective and it efficiently identifies individuals that would benefit most from coaching. The Nine Box 2.0 measures Performance and Responsiveness to Feedback – the two components that identify Coachability. The results provide an understanding of how an employee will likely respond to and benefit from coaching.
1. Identification: The first step is to identify the individual(s) being considered for a coach. This could correlate to an individual’s development plan, being identified as a high potential or another criteria.
2. Selection: Once an individual(s) has been identified, The Coachability Multi-Rater Survey would be administered. It should incorporate multiple perspectives from a variety of sources such as peers, supervisors, senior management and possibly subordinates. It’s important that selected individuals have direct knowledge and/or experience related to the Performance and Responsiveness to Feedback of the individual being surveyed. Receiving surveys from 3 to 5 individuals is generally adequate for the Coachability survey.
3. Hand Out Surveys: As you hand out the Nine Box 2.0 Multi-Rater Surveys, inform each recipient that they’ve been selected to provide feedback for the individual listed on the assessment, noting that their feedback is important for the on-going success of the organization. Two, encourage them to think about their experiences working with the individual during the last 3 to 6 months when answering each statement. Three, inform them that their responses will be merged with others – creating a group average. Four, advise them that the survey should not be shared or discussed with other employees or the individual being evaluated. Five, inform them that the survey should take approximately 5-minutes to complete – then ask them if they have any questions. Upon completion, have them return their survey to the administrator.
4. Filling Out The Nine Box 2.0: Upon receiving the surveys back, the administrator should verify that they’ve been completed correctly. Add up each score; then with the evaluator’s name, write each score into the Multi-Rater Scores section on Page 3 of the assessment folder. Compute an average score. If a 360 Degree Review assessment was completed, incorporate this score in the same section.
5. Determine Ranges: The Nine Box 2.0 does not automatically incorporate a defined numerical range for Low, Medium or High. Organizations will define and refine these ranges over time. However, here are values that can be a good starting point for high performers.
Medium (56 – 67)
High (68 – 80)
Refer to the Scoring Framework Overview below for more information.
Simply insert the value ranges you would like to utilize, and insert them in the appropriate place on the x & y axis between the ( ). For instance Low (< 56), Medium (56-67) and High (68-80).
6. Insert the Data: Once the assessments have been completed and range values determined, insert the data into the Nine Box 2.0 on Page 3. Note: Many users find it useful to insert the information in this format – “ Average 68/59.” You can choose whether or not to insert individual scores.
7. Group Discussion: If chosen, having a group discussion with leadership team members about the findings would occur after all surveys have been completed and the Nine Box 2.0 completed.
8. Comment Section: At the bottom of the Page 3, insert any comments and recommendations.
9. Review Results with Employee: If a 360Degree Review was conducted, reviewing the Multi-Rater results with the employee’s self assessment is recommended (see directions for 360 Degree Review).
Scoring Framework Overview: The motive behind utilizing an assessment to quantify Performance and Responsiveness to Feedback is to diminish the inherent cultural and individual bias, and the absence of good performance related data that can occur in an organization. In addition, a scoring system enables you to quantify what “low, medium and high” means. For instance, let’s assume that coaching resources are being aligned with an organization’s HiPo program. Here we could assume that individuals being assessed will naturally have high scores for Performance and probably Responsiveness to Feedback. However, if an organization were thinking of providing coaching to first time supervisors, we would expect scores for Performance and Responsiveness to Feedback to be somewhat different – probably lower.
What to do?
This is taken into consideration by providing a general framework for how to define each axis. For instance, if individuals being evaluated are high achievers, consider this as a starting point.
Low = <56 Medium = 56-67 High = 68-80
However, if individuals are first time supervisors with little managerial experience you might consider this as a starting point:
Low = <50 Medium = 50-64 High = 65-80
By altering the scoring parameters, the Nine Box 2.0 Coachability Assessment is more flexible and better meets the unique needs of each organization. Although this might appear that standards are being relaxed, this is not the case. Most assessments recalibrate their scoring parameters on a regular basis to adjust for changes in their customer base.