Is accelerated when individuals have access to information on their achievement of business and personal goals. This allows them to celebrate their achievement to date and focus on what needs to be done next. Centell has developed a wide range of standard & customised feedback instruments that can be delivered through a variety of means, including web based forms. Examples include...

Centell Dashboards©, give "at a glance" summaries as well as background information on self and 360 perceptions on preferred styles of behaviour, thinking, learning, strengths inventory, conflict resolution and temperament. These are particularly useful for gaining regular updates on progress, once a profile has been done.

Profiles are hand-crafted reports that give individuals fresh insights on their behavioural styles and how these relate to interacting with others, achieving goals and the alignment of their style to what the organisation values. Profiles combine dashboard, 360º Survey feedback and GAR information with keen insights from our behavioural experts. The profiles can form the basis of a personal development plan.

The Gauge Profile is constructed from the dashboard. The feedback it contains is entirely based on the participants responses to a set of behavioural questionnaires.

The purpose of the Gauge Profile is to provide participants with accurate feedback on what they perceive to be their most preferred behaviours. The profile only records the most dominant choices and by default what is omitted shows the least preferred behaviours.

This profile can be very useful in assisting participants to identify the degree to which their preferred behavioural approaches fit with the capabilities sets for the positions. A more detailed description of capability fit is provided by the GAR Profile which compares the participants behavioural characteristics against each of the capabilities required by a position.

The Capability Survey Profile is based on a questionnaire that contains an agreed set of capabilities that refer to the participant.

The process is straightforward in that the participant completes a survey questionnaire on him/herself and then invites six other colleagues to complete a questionnaire on him/her. The selection of colleagues is based on asking those who are in daily contact and who are able to provide an up-to-date assessment on their colleague.

The aim is to provide feedback on how well the participant operates against the set of capabilities. This should be of value as it offers an independent view from knowledgeable colleagues on how they assess the participants performance on the capabilities. This feedback can then be compared with the candidates own self-assessment to see if any differences exist and these can then be discussed with his/her colleagues.

GAR (Graduated Achievement Review) gives feedback on a wide range of customised attributes. Feedback can be sourced from customers, peers, subordinates or self perception.
The GAR format allows insights to be drawn quickly, thus accelerating improvement. Centell is expert in customising feedback for particular projects or purposes.

GAR "gauges" can be incorporated into dashboards and seen along side other feedback.

Uses include:

• Customer service surveys to benchmark performance
• Team opinion surveys on targeted areas
• Balanced scorecard reward/achievement systems
• Open book management
• Alignment of systems, procedures, behaviours to values and mission critical goals

The GAR Profile is the link between the behavioural information contained in the dashboard with the feedback from the 360º Survey process.

The aim of the GAR Profile is to describe how the participants responses to the behavioural questionnaires relate to how well he/she meets the requirements set out by the key capabilities.

This initial analytical output is then compared with the results from the 360º Capability Survey which contain a self-perception plus the perceptions from 6 other colleagues.