| | ".$value." |
before readcookie"; my $cookievalue = readcookie($accountname); #print"
after readcookie"; if($accountstats{'password'} ne $cookievalue) { print qq~
Your password could not be verified.
Either the password you entereed is not correct, or you do not have browser cookies enabled for this site.
"; print"Go to Login page: "; print" Here
"; exit; } else { return 0; } } ################################################################################################## sub readcookie { #print"readcookie1"; my %cookies = fetch CGI::Cookie; my $cookiename; my $cookievalue; #print"
readcookie2"; my $existingcookie = $cookies{$_[0]}; #print"
readcookie3"; if($existingcookie) { $cookiename = $existingcookie->name; #print"
readcookie4"; $cookievalue = $existingcookie->value; #print"
readcookie5"; if ($cookiename eq $_[0]) { #print"
readcookie6"; return $cookievalue; } } else { #print"
readcookie7"; return 0; } } ################################################################################################## sub getaccountstats { open(STAT, '
temparray".$arcount." = ".$_; $arcount++; } @{$data{$values[$keyfield]}} = @values; } # remove the self record, assign to an array my @self = @{$data{'"self"'}}; delete $data{'"self"'}; # assign self to a hash of fieldname=value pairs for analysis using the same charting function for other data my %self; my $selfcount = 0; foreach(@fieldnames) { $self[$selfcount] =~ s/\"//g; $self{$_} = $self[$selfcount]; $selfcount++; } # load all ID's from the data file into an array my @allids = keys(%data); #compare ID's in the data file with those stored in the reviewerlist my %validids = getvalidids; #print keys(%validids); my @allvalidids; foreach(@allids) { #check to see if id id valid, if not, remove from array. #$_ =~ s/\"//g; if(exists $validids{$_}) { #print"
Valid ID exists = ".$_; push(@allvalidids, $_); } } foreach(@allids) { #print"
id = ".$_; } #how to generate reports? hash of all totals for "others"? id=self a separate record. hash of "groups"? my @questions = ('Q11', 'Q12', 'Q13', 'Q14', 'Q15', 'Q16', 'Q21', 'Q22', 'Q23', 'Q24', 'Q25', 'Q26', 'Q31', 'Q32', 'Q33', 'Q34', 'Q35', 'Q36', 'Q41', 'Q42', 'Q43', 'Q44', 'Q45', 'Q46', 'Q51', 'Q52', 'Q53', 'Q54', 'Q55', 'Q56', 'Q61', 'Q62', 'Q63', 'Q64', 'Q65', 'Q66'); my %totals; my %numresponses; foreach(@questions) { my $question = $_; my $fieldcount = 0; my $questionfield; foreach(@fieldnames) { if($_ =~ /^$question$/) { $questionfield = $fieldcount; } $fieldcount++; } #print"
questionfield = ".$questionfield; my $questiontotal=0; my $responsecount =0; foreach(@allvalidids) { my @temparray = @{$data{$_}}; #my $arcount = 0; #foreach(@temparray) #{ #print"
temparray".$arcount." = ".$_; #$arcount++; #} my $responseincrement = 1; my $fieldvalue = $temparray[$questionfield]; #print"
fieldvalue1= ".$fieldvalue; $fieldvalue =~ s/\"//g; # NEED to have conditional that only totals the field value if response code is numeric. if($fieldvalue !~ /[0-9]/) { $fieldvalue = 0; $responseincrement = 0; } #print"
fieldvalue2= ".$fieldvalue; $questiontotal = $questiontotal + $fieldvalue; $responsecount = $responsecount + $responseincrement; #print"
questiontotal = ".$questiontotal; } $totals{$question} = $questiontotal; $numresponses{$question} = $responsecount; } ################################################################################################################ #Moved the chart generation up to the top #charting section needs: # hash of groups, and questions in each group # hash of question texts, read from a file? my %questiontexts = questiontexts; my %chaptertitles = chaptertitles; my %grouptotals; my %grouptotalself; my %groups; my %questiontotals; #hold the chapter charts in a hash keyed by section number... my %chaptercharts; @{$groups{'S1'}} = ('Q11', 'Q12', 'Q13', 'Q14', 'Q15', 'Q16'); @{$groups{'S2'}} = ('Q21', 'Q22', 'Q23', 'Q24', 'Q25', 'Q26'); @{$groups{'S3'}} = ('Q31', 'Q32', 'Q33', 'Q34', 'Q35', 'Q36'); @{$groups{'S4'}} = ('Q41', 'Q42', 'Q43', 'Q44', 'Q45', 'Q46'); @{$groups{'S5'}} = ('Q51', 'Q52', 'Q53', 'Q54', 'Q55', 'Q56'); @{$groups{'S6'}} = ('Q61', 'Q62', 'Q63', 'Q64', 'Q65', 'Q66'); # make sure chapters appear in numerical order (sort based on S1... Sn) foreach(sort (keys (%groups))) { my @thisgroup = @{$groups{$_}}; my @texts = keys(%questiontexts); my $questionsingroup = scalar(@thisgroup); my $grouptotal; my $selftotal; my $chart; $chart = $chart."
";
$chart = $chart."
| ".$chaptertitles{$_}." | Others Rate You | Self Rating |
| ".$questiontexts{$_}." | ".makebar((($totals{$_})/($numresponses{$_})), 5, '/pp/images/lblue.gif')." | ".makebar($self{$_}, 5, '/pp/images/lred.gif')." |
| Average score for ".$chaptertitles{$_}." | ".makebar($grouptotals{$_}, 5, '/pp/images/dblue.gif')." | ".makebar($grouptotalself{$_}, 5, '/pp/images/dred.gif')." |
"; $chaptercharts{$_} = $chart; } ########################################################################################################### my %chaptergaps; my @chaptertitles = keys(%chaptertitles); foreach(@chaptertitles) { $chaptergaps{$_} = gap($grouptotals{$_}, $grouptotalself{$_}); } my %questiongaps; my @questiontotals = keys(%questiontotals); foreach(@questiontotals) { $questiongaps{$_} = gap($questiontotals{$_}, $self{$_}); } ########################################################################################################### # calculate the top/bottom 5 questions my @questionvaluesl = sort {$a <=> $b} values(%questiontotals); my @questionvaluesh = sort {$b <=> $a} values(%questiontotals); my $lowcut = $questionvaluesl[4]; my $highcut = $questionvaluesh[4]; my @highratings; my @hightie; my @lowratings; my @lowtie; foreach(keys(%questiontotals)) { if($questiontotals{$_} > $highcut) { push(@highratings, $_); } if($questiontotals{$_} == $highcut) { push(@hightie, $_); } if($questiontotals{$_} < $lowcut) { push(@lowratings, $_); } if($questiontotals{$_} == $lowcut) { push(@lowtie, $_); } next; } my $highcount = 5 - scalar(@highratings); if($highcount > 0) { for(my $i = 0; $i < $highcount; $i++) { push(@highratings, $hightie[$i]); } } my $lowcount = 5 - scalar(@lowratings); if($lowcount > 0) { for(my $i = 0; $i < $lowcount; $i++) { push(@lowratings, $lowtie[$i]); } } # calculate the top/bottom 3 gaps my @gapvaluesl = sort {$a <=> $b} values(%questiongaps); my @gapvaluesh = sort {$b <=> $a} values(%questiongaps); my $gaplowcut = $gapvaluesl[2]; my $gaphighcut = $gapvaluesh[2]; my @gaphighratings; my @gaphightie; my @gaplowratings; my @gaplowtie; foreach(keys(%questiongaps)) { if($questiongaps{$_} > $gaphighcut) { push(@highratings, $_); } if($questiongaps{$_} == $gaphighcut) { push(@gaphightie, $_); } if($questiongaps{$_} < $gaplowcut) { push(@gaplowratings, $_); } if($questiongaps{$_} == $gaplowcut) { push(@gaplowtie, $_); } next; } my $gaphighcount = 3 - scalar(@gaphighratings); if($gaphighcount > 0) { for(my $i = 0; $i < $gaphighcount; $i++) { push(@gaphighratings, $gaphightie[$i]); } } my $gaplowcount = 3 - scalar(@gaplowratings); if($gaplowcount > 0) { for(my $i = 0; $i < $gaplowcount; $i++) { push(@gaplowratings, $gaplowtie[$i]); } } ########################################################################################################### my $totalresponses = scalar(@allvalidids); #$numresponses = $numresponses - 1; my %accountstats = getaccountstats(); # start printing out page text print"
| Confidentially prepared for: ".$accountstats{'personalname'}." |
| Report Date: ".monthdayyear()." |
| ";
print"Number of participants: ".$totalresponses." ";
if($totalresponses < 3)
{
print" You must have at least 3 participant responses before you can view the report."; exit; } print" |
 |
"; #foreach(keys(%totals)) #{ #print"
the total for field ".$_." is: ".$totals{$_}." and the average response is: ".(($totals{$_})/($numresponses)); #} print qq~
I. Passionate Performance Profile OverviewCongratulations! Congratulations! Completing the Passionate Performance Profile is an essential step in the pursuit of Passionate Performance. It will help you become aware of unfulfilled needs for your team. The Passionate Performance Profile presents a picture of how you and your employees perceive your team’s engagement. That is, the profile assesses how the intellectual and emotional needs of your employees are being fulfilled. The profile is a great resource to help you become an even more engaging leader. The way others perceive the fulfillment of their needs may be different than the way you see it. They may perceive unfulfilled needs that you may not even be aware of – what may be called your blind spots. So keep an open mind and look for themes. Remember, your employees have your best interests in mind… and heart! The Passionate Performance Profile contains four sections:
We recommend that you first print out the Passionate Performance Profile in its entirety. Take some time to reflect on the feedback - what does it mean and what have you learned about yourself and your team? Then determine what you can do to more fully engage your employees. A word of caution: Do not challenge the results - good or bad. Accept the results for what they are - personal perceptions. It is not advisable to seek out and challenge your employees. To the contrary, it is good practice to personally thank your employees for their valuable feedback. Before you review your report, here is a brief overview of the six employee needs and their relationship to each other. Achieving Passionate Performance is a two-sided challenge: intellectual and emotional. Successful leaders know they must engage both the minds and hearts of their people by satisfying both their intellectual and emotional needs. When it comes to Passionate Performance, the mind and the heart go hand in hand. Engaged minds build your employees’ performance and engaged hearts build their passion. Performance without passion tends to falter during tough times or in the face of challenges that require sacrifice, significant extra effort or unusually creative solutions. On the other hand, passion without performance results in diffused, unfocused efforts.  II. Feedback ReportThe Passionate Performance Profile presents a picture of how you and your employees perceive your team’s engagement. It is a picture of how well the intellectual and emotional needs of your employees are fulfilled. In this section the feedback is presented in Bar charts, separating your ratings from the average of all others. The Scoring: Recall the scoring system is on a 1 to 5 scale, i.e.: 1 = Strongly disagree (never) 2 = Disagree (seldom) 3 = Neutral (neither Agree or Disagree, sometimes) 4 = Agree (usually, often) 5 = Strongly Agree (always) Low ratings (below a 2.5) indicate unfilled employee needs and high ratings (above 3.5) indicate you fulfilled needs. Your ratings are compared to the average rating of all others. For example, if eight people other than yourself responded, then the “Others’ Ratings” would be the sum of the eight ratings (say a total of 28) divided by eight (or 3.5) – excluding your rating. Another word of caution: Sometimes, not always, the results may be surprising. We all have our “blind spots”. View the results as constructive input - it is not hostile criticism or mere politeness from your employees. Your employees have your best interests in mind… and heart! Look at the feedback as mirror as how you show up and an opportunity for continual learning and development. ~; print""; print qq~
"; print qq~ IIa. Passionate Performance IndicesThis section shows aggregated (average) rating for questions from all respondents that relate to each of the six employee needs. Your ratings are shown separately from all others. ~; ###################################################################################################### #chapter Roll PP indicies up code print""; print"
"; ###################################################################################################### print qq~
IIb. Detailed ResultsThis section shows the ratings for each question and an average score for each Employee Need. Your ratings are shown separate from all others. ~; #moved printing of the chapter charts after the roll up. my @chaptercharts = sort keys(%chaptercharts); foreach(@chaptercharts) { print $chaptercharts{$_}; } print qq~IIc. Strengths and OpportunitiesThis section ranks the 5 highest and 5 lowest rated questions as others see it. Your rating is also shown for these questions. The questions are listed in order based on others’ ratings. ~; #print"Highcut = ".$highcut; #print" Highratings: ".scalar(@highratings); #print" Lowcut = ".$lowcut; #print" Lowratings: ".scalar(@lowratings); print""; print"
"; print qq~ IId. GapsThis section presents any Gaps in your results - questions that had the biggest difference between your rating and the average of all others. A Gap can occur two ways. If your rating is higher than the average of all others’ ratings, this is considered a "blind spot" - something you think you do well but other think differently. On the other hand, you might also rate yourself lower than others rate you on a particular question. This is considered a "hidden skill" - others see you being more engaging than you see yourself.
Look at the "Gap" column in the table below. Negative numbers indicate "blind spots" (ratings of others are lower than your rating). Positive numbers indicate "hidden skills" (ratings of others are higher than your rating). ~; print""; print"
"; #foreach(@chapters) #{ #print" | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| ".$chaptertitles{$_}." | ".makebar($grouptotals{$_}, 5, '/pp/images/dblue.gif')." | ".makebar($grouptotalself{$_}, 5, '/pp/images/dred.gif')." | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| ".$questiontexts{'C1'}." | Comments (self) : | $selfC1 | "; my $comment=1; foreach(@C1) { print"Rater $comment : | $_ | "; $comment++; } print"
";
print"
| ".$questiontexts{'C2'}." | Comments (self) : | $selfC2 | "; my $comment=1; $comment=1; foreach(@C2) { print"Rater $comment : | $_ | "; $comment++; } print"
"; ###################################################################################################### print qq~
III. Interpreting the Feedback
At this stage you have now a lot of data!! Some of it maybe surprising. This section provides you with reflective questions to help you convert the profile results into learning.
Focus on themes rather than the ratings on any individual question or a specific write-in comment. Look for common threads or underlying issues. Put things in perspective. Review the Feedback Report to identify:
- Your strengths to build on and leverage.
- Your opportunities for improvement.
- Significant gaps between how you see the fulfillment of employee needs and how your employees see it.
Following are reflective questions to help you convert the profile feedback into learning.
IIIa. Strengths - Fulfilled Needs
Below are reflective questions to enable you to be more aware of employee needs that you are effectively meeting. It is important to know your strengths so you can build on them to continue to engage your team.
1.Based on the Feedback Report what are your top two strengths?
___________________________________________________________________
___________________________________________________________________
2. In what situations do feel like you are most naturally an engaging leader?
___________________________________________________________________
___________________________________________________________________
3. How can you use your strengths to help you become an even more engaging leader?
___________________________________________________________________
___________________________________________________________________
IIIb. Opportunities – Unfulfilled Needs
Below are reflective questions to enable you to be more aware of employee needs that remain unfulfilled. It is important to be aware of unfulfilled employee needs as a first step in becoming a more engaging leader.
1. Based on the Feedback Report what are your top two challenges?
___________________________________________________________________
___________________________________________________________________
2. In what situations do you find it most challenging to engage your team?
___________________________________________________________________
___________________________________________________________________
3. How can increased awareness of employees’ unfulfilled needs help you be a more engaging leader?
___________________________________________________________________
___________________________________________________________________
IIIc. Gaps
Below are some reflective questions to enable you to be more aware of any "blind spots" and "hidden skills" - differences between how you see the fulfillment of employee needs and how others see them.
1. Based on the Feedback Report, what, if any are the two biggest differences ("blind spots" or "hidden skills") between how you see the fulfillment of employee needs and how your employees see it?
___________________________________________________________________
___________________________________________________________________
2. Are there any surprises?
___________________________________________________________________
___________________________________________________________________
3. Why do you think the differences occurred?
___________________________________________________________________
___________________________________________________________________
IV. Personal Commitment
Now that you have reflected on your strengths, opportunities and gaps with regard to meeting your employees’ needs, it’s time to make a personal commitment to be an even more engaging Leader. This is a critical first step in your pursuit of Passionate Performance.
IVa. Helpful Tips
Here are some tips to help you make a commitment you can keep.
- Focus on your lowest ratings first –where needs are not being fulfilled. If your ratings are relatively the same across all needs, then focus on the needs for Achievement and Purpose as good foundations for engagement.
- Your commitment may be a change in the way you act, formal courses you take, learning experiences you seek or further feedback you will request.
- Apply your commitment to a specific work activity, initiative or project.
- Practically, you can only create one positive habit at a time. So, take a baby step! Start with one action that has the greatest impact on your team’s engagement.
- It takes 28 days of action and reinforcement to nurture a new, positive habit, so make your choice carefully. You want to become a high achiever, not an over-achiever, so stick to one action until you create a positive habit. It is better to make fewer commitments to yourself and keep them, than load up on commitments and potentially falter on them.
- It takes time for others to see results - up to 6 months - so be patient!
IVb. Engaging Strategies
Engaged minds build your employees’ performance and engaged hearts build their passion - they go hand in hand. You ignite Passionate Performance only when all six needs are fulfilled and you connect minds and hearts.
IVc. Writing Your Commitment
Phrase your commitment positively, in the present tense, using an "I am" vs. "I will" statement. Make sure it is "observable" by others - a practical behavior or action with measurable results - and not simply an "I’ll try to" or a thought or aspiration. Also, set a deadline. Here are some examples of ineffective goals and effective commitments:
| Ineffective Commitments | Effective Commitments |
| I will set clearer goals. | I meet with each of my employees the first day of each quarter to define what we must accomplish and how we will measure it. I use one of more of these measures: quality, quantity, timeliness, cost or manner of performance. |
| I will involve my team more. | I request one suggest per month from each employee on how s/he can improve work processes. I spend whatever time they need discussing implications of their suggestions so we can move forward quickly with implementation. |
| I will try to connect each employee’s role to our team’s purpose. | I dedicate the first 5 minutes of every employee meeting to asking about how s/he sees the connection between his/her job and our team‘s purpose. This helps focus the rest of our discussion. |
| I will do a better job of appreciating my employees. | I learn one new thing about a specific employee each day. |
Finally, given your reflections and insights, commit to one action you can take within the next 24 hours to start becoming a more engaging leader.
My Personal Commitment to
Passionate Performance!
| My Commitment...... | Barriers and how I will deal with them...... | How I will know I have been successful...... |
| | | |
Mark your calendar for 6 months from now.
*** Come back and retake the Profile with your team. ***
Good luck with your pursuit of
Passionate Performance!
For more information and engaging resources visit:
www.theLgroup.com