| Rater group | Raters | Responses | Mean |
|---|---|---|---|
| Self | 0 | 0 | - |
| Manager | 0 | 0 | - |
| Peers | 0 | 0 | Hidden (anonymity) |
| Direct reports | 0 | 0 | Hidden (anonymity) |
| Skip-level | 0 | 0 | Hidden (anonymity) |
| Other | 0 | 0 | Hidden (anonymity) |
Nothing in this list.
Nothing in this list.
Nothing in this list.
Nothing in this list.
Every competency on one line. One dot per rater group. Spread dots reveal differing perceptions across the groups at a glance.
Every competency ranked by Others' view. The Favorable Zone starts at 3.5. Anything flagged Critical Development Area was picked as role-critical by you or your manager AND is below the zone - prioritise these first in your plan.
None yet.
Every competency is within or above the Favorable Zone.
Every behaviour in the framework with its mean per rater group. Hidden cells fall under the anonymity threshold. A ⚠ flag means raters within that group disagree by 3+ points - read the mean with care.
| Behaviour | Self | Mgr | Peers | DR | Skip | Other | Gap |
|---|---|---|---|---|---|---|---|
| Translates organisational priorities into clear team objectives. | - | - | - | - | - | - | - |
| Anticipates external trends and adjusts plans before they become urgent. | - | - | - | - | - | - | - |
| Makes trade-offs between short-term wins and long-term value. | - | - | - | - | - | - | - |
| Connects own team's work to the wider organisational strategy. | - | - | - | - | - | - | - |
| Behaviour | Self | Mgr | Peers | DR | Skip | Other | Gap |
|---|---|---|---|---|---|---|---|
| Sets clear, measurable goals with defined milestones. | - | - | - | - | - | - | - |
| Holds others accountable for commitments and follows through on their own. | - | - | - | - | - | - | - |
| Removes blockers quickly so the team can keep moving. | - | - | - | - | - | - | - |
| Prioritises ruthlessly when capacity is tight. | - | - | - | - | - | - | - |
| Behaviour | Self | Mgr | Peers | DR | Skip | Other | Gap |
|---|---|---|---|---|---|---|---|
| Gives timely, specific, and balanced feedback. | - | - | - | - | - | - | - |
| Coaches team members to grow in their role. | - | - | - | - | - | - | - |
| Delegates meaningful work, not just tasks. | - | - | - | - | - | - | - |
| Recognises contribution publicly and addresses underperformance privately. | - | - | - | - | - | - | - |
| Behaviour | Self | Mgr | Peers | DR | Skip | Other | Gap |
|---|---|---|---|---|---|---|---|
| Tailors message and level of detail to the audience. | - | - | - | - | - | - | - |
| Listens to understand before responding. | - | - | - | - | - | - | - |
| Builds support for ideas across teams, including with people who disagree. | - | - | - | - | - | - | - |
| Disagrees respectfully and commits once a decision is made. | - | - | - | - | - | - | - |
| Behaviour | Self | Mgr | Peers | DR | Skip | Other | Gap |
|---|---|---|---|---|---|---|---|
| Adjusts approach when circumstances change, without losing focus on the goal. | - | - | - | - | - | - | - |
| Seeks feedback proactively and acts on it. | - | - | - | - | - | - | - |
| Treats mistakes as learning opportunities for the team. | - | - | - | - | - | - | - |
| Stays composed and constructive under pressure. | - | - | - | - | - | - | - |
These programmes target the gaps that stood out most in your feedback. Request a quote directly, or work them into your IDP with your coach.
This scaffold captures what to keep doing, what to stop, and what to start. Complete it during your debrief with a VIFM coach - anchored to what your raters wrote above.
Behaviours that serve you well - don't lose these as you change.
Behaviours that cost more than they give - drop these first.
New behaviours that will move the needle most - try one at a time.