How do I interpret my Online Assessment Results?

The following guide provides general advice on reading and reacting to your FranklinCovey 360 assessment results. The first section of the guide lays out guidelines to follow before reviewing your scores, and the second section supplies best practices to abide by to get the highest return from your results. Generally, the assessment gives some degree of 360 feedback, meaning you take a self-assessment and send out a survey to your co-workers and boss to request feedback to get a holistic assessment result. Keep in mind that some assessments are primarily a self-assessment and will have very little feedback from others compared to other assessments.

First, be sure to read the first couple of pages of your report. These first pages usually contain valuable information about how your scores are generated and displayed. It’s important to understand where the numbers come from and which numbers correspond to feedback from the different categories of respondents. Don’t skip this information!

Keep a few things in mind when you are ready to start reviewing your scores:

• The assessment allows you to close the gap between how you see yourself and how others see you.
• We have the freedom to choose our response to feedback. How you choose to respond to the feedback will largely determine how you continue to receive feedback in the future. Be careful not to fall into the trap of only basking in the positive aspects-- pay attention to your lower scores, so you know where to begin your journey of self-improvement.
• While most feedback is helpful, some may not be. It is not unusual that you may disagree with some of the feedback you receive. Keep an open mind because the feedback tells you a lot about how others perceive you. Remember: We judge ourselves on our intentions, but others consider us on our behavior.

Here are some best practices:

•  Look for general themes first, then explore details.
• Notice how feedback from your boss and co-workers differs, and what that difference might suggest.
•  Focus on positive points and areas of needed improvement. Don’t allow negative results to dominate your attention.
•  Hold yourself to your standards of behavior. Instead of comparing yourself to other people, compare yourself to the person you want to become.
• Honest feedback is a priceless gift. Don’t spend time guessing how each person scored you. Send a group thank-you note to the entire list of respondents who may have provided feedback.
• Consider scheduling a meeting with those who provided feedback (your boss, direct reports, peers, etc.) to discuss your desired actions based on the general feedback. Don’t try to link a specific piece of feedback to particular feedback in this meeting because the respondent’s feedback should remain confidential. 
•  If you choose to meet with the respondents, ask things like:
  •  “Help me understand in which situations I do this behavior.”
  • “What is the impact when I do this behavior?”
  •  “I am not aware when I am doing this. Help me raise awareness by…”

As you progress on your learning journey after your workshop, your view of your results may change. Take the time to review your report again during your training and after it’s over because you may see things differently after applying what you learned.