LinkedIn Leadership 360

Report Debrief Session

LinkedIn Leadership 360

What is it?  The LinkedIn Leadership 360 is a developmental learning tool designed to help LinkedIn’s leaders become “world class” by improving specific leadership strengths from good to great. Individual development plans are created based on feedback from the leaders’ manager(s), peers, direct reports, and cross-team partners.  

Who it is for?  Senior Leaders (Directors +)

What is the objective? To obtain insights about one’s leadership strengths and identify a focus for growth, development and transformation.  To better understand perceptions of others in order to be a better leader for those around you.

What is the time commitment? 2 hours of Leader’s time + 10 minutes per rater.  From start to finish, the process takes about 6 weeks.

Enterprise Solution, Senior Leaders

Review your LinkedIn Leadership 360 Report

Our objective for today

You are here

Signal vs. NoiseA Guide to Interpreting your Report

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Leadership Brand Yourtopstrengthsandabilities

thatdefineyouruniquebrandofleadership.

Derailers Potentialgapsinleadership

abilitiesthatarepreventingyoufrombeinganeffectiveleader.

As we review your report, we’re looking for:

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Before reviewing your 360 report, let’s briefly discuss some key ideas...

Your Leadership Brand

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Remember: You don’t have to be perfect to be a world class leader.

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Focus: Fewer things done better

Become world class at 3-5 key leadership strengths, while maintaining the absence of any derailers that could keep you from being successful.

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Find Your Sweet Spots

Sweet spot: existing strength you want to take from good to great because:

It’s good for the business

Consider your goals, OKRs, and current business challenges. What are all the skills that LinkedIn needs from you in the next 9-12 months?

You have a passion or interest in developing it

Strength Passion

Business Need

Sweet Spot

Key Question #1: What does the data tell us about your top 3-5 strengths?

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Derailers

A Derailer is the absence of a key leadership skill that, due to its absence, affects a leader’s overall effectiveness.

Derailer

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Derailers overshadow other strengths or talents and, therefore, need to be addressed. We call these your derailers.

They can result in:

Performance problems Career plateaus

Job failure Damaged relationships

Key Question #2: Does the data reveal any derailers?

Perceptions vs. Reality

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Perceptions are Reality

Research shows self-perception is notoriously inaccurate

How others perceive you is reality for them

Whether it is objectively true or not is less important than knowing this is how you’re perceived

That they are sharing this with you is a gift

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Keep an open mind

• My raters don’t really know me that well

• My job makes me act this way; I’m really not like this

• Some of my raters have it in for me

• My raters don’t understand the situation I’m in

• I used to be this way, but I’ve since changed

• This must be someone else’s report

• My raters didn’t understand the questions

• I wasn’t like this in my last job

• My raters are just jealous of my success

• I purposely picked people who didn’t like me

Common Rationalizations to Feedback...

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Finally! To Your Report...

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Next Steps

Digest your report and identify your:

• Top Strengths that make up your Leadership Brand• Derailers (if any)

Schedule your Development Plan session with your facilitator

• Where you will create a path of growth with tangible goals

Appendix

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LinkedIn Values ScoringOur Members Come First

Relationships Matter

Open, Honest and Constructive

Demand Excellence

Take Intelligent Risks

● Helps people understand how meeting members’ needs is the core of LinkedIn’s mission and vision

● Listens with compassion● Builds relationships through authenticity● Builds trust through consistency● Frequently connects people in a way that fosters beneficial relationships and/or

alliances

● Provides feedback that is open, honest, and constructive● Resolves conflict through communication, alignment, and/or clean escalation● Communicates the right things to the right people at the right times

● Consistently delivers on commitments● Holds team accountable to deliver excellent results● Addresses performance problems quickly and constructively● Combines positive relationships with high productivity to build a high

performing team

● Creates an atmosphere that fosters innovation and creativity● Comfortable taking intelligent risks

Act Like an Owner● Uses resources (financial and other) wisely● Resolves conflict through communication, alignment, and/or clean escalation

LinkedIn Culture Scoring

ResultsTransformation

Integrity Collaboration Humor

5Aspects of Culture, or, the collective

personality of our organization

● Creates an atmosphere that fosters innovation & creativity

● Inspires team members with the belief that they play an important role in helping LinkedIn transform the world

● Coaches and mentors to develop other

● Consistently delivers on commitments

● Keeps people focused on highest priority activities

● Navigates the challenges of complex initiatives

● Helps team move forward when faced with change and uncertainty

● Provides feedback that is open, honest, and constructive

● Shows humility by acknowledging and learning from mistakes

● Accepts own emotions and expresses them constructively

● Builds trust through consistency

● Resolves conflict through communication, alignment, and/or clean escalation

● Creates a collaborative environment, getting teams to work together across functions

● Identifies areas of agreement when working with groups or individuals of differing perspectives

● Uses appropriate humor to create a positive team environment

● Establishes ways of working that are fun and engaging for the team

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Compassionate Management Scoring

Compassion:Seeingthingsclearlythroughanotherperson’s

perspective;anobjectiveformofempathy

Respects diverse and differing perspectives when making decisions. Adapts behavior to fit different cultures.

Resolves conflict through communication, alignment, and/or clean escalation. Listens with compassion.

Identifies areas of agreement when working with groups or individuals of differing perspectives.