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Momentor for 360s How-To-Guide

Momentor for 360s How-To-Guide. Maximizing the benefits of using Momentor. Log in…. You will receive a link via email inviting you to begin your development journey, using Momentor. Welcome Page. First step – please use the Wizard provided to guide you through your report. Click Here.

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Momentor for 360s How-To-Guide

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  1. Momentor for 360s How-To-Guide Maximizing the benefits of using Momentor

  2. Log in… You will receive a link via email inviting you to begin your development journey, using Momentor..

  3. Welcome Page First step – please use the Wizard provided to guide you through your report. Click Here

  4. Walking through your 360… Take time to explore your 360° feedback report and read all the results. The MomentorWizard will guide you through a series of coaching questions to help prompt you to really prioritise the areas you wish to leverage more or develop – your ‘Vital Few’.

  5. Choosing your Vital Few… • After exploring your report, use our Wizard to; • Decide which competencies are important to you • Select your priority development areas… • What are the ‘Vital Few’ behaviours that would make the biggest difference to your effectiveness in your role at Money Advice Service

  6. Share..With your line manager • Collate the key messages from your 360 • Share these in a confidential development discussion with your line manager • Explore and agree your ‘Vital Few’ development goals in relation to your feedback, with your line manager • Agree how you and your line manager can together ensure you are supported in achieving these, and promoting 360-driven behaviour change within the context of your role and responsibilities in Money Advice Service. • Log back into Momentor and start setting goals..

  7. Creating your first goal On your home page, if you click on the ‘Details’ of each average rating, Momentor will give you a detailed breakdown of your scores, by rater groups

  8. Choose a suggested goal

  9. Finalizing the goal

  10. Setting a timeline

  11. Momentor will remind you.. Momentor sends out a reminder email every week asking you about your progress and reminding you of your goals. You can find all your trackable activity in your development feed.

  12. Momentor Features and the 70/20/10 RuleLombardo & Eichinger (1996) Action Items and Practice Plans Goal Mentors Competency Based Resource Library

  13. Invite goal mentors

  14. Adding Action Items Action items are tasks or things that you can easily identify as either completed or incomplete. Add your own or select from our recommended action items from our resource library. Once you have added actions, click the ‘Back to goal details’ button The next step is to click on ‘Teach me about practice plans’.

  15. Practice Plans Practice Plans have two parts. Momentorprompts you to share your practice plans with your goal mentor.. The second part is what you commit to do more, less or differently when you experience the trigger The first is the situation, or the trigger, where you'd like to behave differently

  16. Practice Plans

  17. Summary Page

  18. Momentor Reminds You about your Practice Plans Momentor sends out a specific reminder to prompt participants to put their practice plans into action

  19. Evaluate – Feedback on your Development Progress

  20. Momentor will remind you.. Momentor sends out a specific reminder to prompt participants to initiate goal feedback after deliberate practice to measure goal success and progress

  21. Evaluate

  22. What your feedback nominees will receive

  23. Remember… Momentor Goal Evaluation: • Is NOT a reassessment of your initial 360 feedback assessment • Provides you with robust, tangible data to support your effective development and behavior change • Will provide you with a real sense of personal achievement and motivation when you see the results of your efforts being recognised.

  24. How will you know you’ve improved

  25. Using the Resource LibraryParticular resources will be suggested in line with the goals you have created, however, you can click on the Resource Library Tab at anytime to explore the entire library • You can access a wide selection of… • Articles • Audio • Books • On-the-job activities • Video • Websites/ blogs • Workshops/ Seminars Your resource library will be based on, and linked to, your specific competency model

  26. Content is maintained and updated weekly by a dedicated team of HR and OD Momentor professionals

  27. Settings in Momentor

  28. Reporting..

  29. ROI evaluated at the behaviorallevel across all participants at the end of a program • (% improving) • Tangible individual and group metrics about actual behavior change • Insight into continuous individual development activity • Peace of mind – employees receive 12 months of targeted support to help them achieve their behavioralchange goals • Measurement of continuous improvement across individuals, groups and the whole organization What’s in it for the organisation? • Ability to upload company specific resources to the Momentor resource library • An enhancement in staff motivation following successful goal feedback A “Recommended” tab in the resource library - lists only the "top" recommended resources in line with specific goals • Advanced reporting which is easy to access and interpret within the Momentor platform • Sustained learning and improvement long after a development intervention

  30. Behavioral Engineering Theories Behind Momentor

  31. 360° Feedback Selected References • Mashihi, S. & Nowack, K. (2013). Clueless: Coaching People Who Just Don’t Get It (2nd edition). Envisia Learning, Santa Monica, CA. • Nowack, K. (2013). Manager View/360. In Leslie, J. (Ed.). Feedback to managers: A review and comparison of sixteen multi-rater feedback instruments (4rd edition). Center for Creative Leadership, Greensboro, NC. • Nowack, K. & Mashihi, S. (2012). Evidence Based Answers to Ten Questions about Leveraging 360-Degree Feedback. Consulting Psychology Journal: Practice and Research, 64, 157–182 • Nowack, K. (2009). Leveraging Multirater Feedback to Facilitate Successful Behavioral Change. Consulting Psychology Journal: Practice and Research, 61, 280-297 • Nowack, K. (2006). Emotional Intelligence: Leaders Make a Difference. HR Trends, 17, 40-42 • Nowack, K. (1999). 360-Degree feedback. In DG Langdon, KS Whiteside, & MM McKenna (Eds.), Intervention: 50 Performance Technology Tools, San Francisco, Jossey-Bass, Inc., pp.34-46. • Nowack, K., Hartley, G, & Bradley, W. (1999). Evaluating results of your 360-degree feedback intervention. Training and Development, 53, 48-53. • Wimer & Nowack (1998). 13 Common mistakes in implementing multi-rater systems. Training and Development, 52, 69-79. • Nowack, K. & Wimer, S. (1997). Coaching for human performance. Training and Development, 51, 28-32. • Nowack, K. (1997). Congruence between self and other ratings and assessment center performance. Journal of Social Behavior & Personality, 12, 145-166 • Nowack, K. (1994). The secrets of succession. Training & Development, 48, 49-54 • Nowack, K. (1993). 360-degree feedback: The whole story. Training & Development, 47, 69-72 • Nowack, K. (1992). Self-assessment and rater-assessment as a dimension of management development. Human Resources Development Quarterly, 3, 141-155.

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