Personal Information

MSAF360

Multi-Source Assessment and Feedback

Individual Feedback Report

James Southern
Rank: MSG
Duty Position: INCOMING PERSONNEL

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Information contained in this report is personal in nature and is the property of the individual listed on the report. It is the individual's responsibility to
safeguard the report and the information in it. The decision to share the information contained in the report with others is solely the responsibility of the
named individual.

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About the Individual Feedback Report (IFR): This report displays your feedback results. The questions are grouped by category (such as "Develops
Leaders"). You can see your combined scores by respondent type (self, superior, peer, subordinate and average all). Scores by respondent type will
not be available if too few respondents have provided feedback, with the exception of your self-assessment. For further assistance on interpreting this
report, reference the "Leader Resources and Training" section of the MSAF website.
Legend:
*Average All - where applicable, is the average of the superior, peer and subordinate feedback not shown. If more than one of the categories are not
shown, then the average all column will be populated.

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Legend:
Not Observed - no respondents provided feedback on this item.
Not Shown - some feedback was provided, but not shown here due to the low number of responses. This helps ensure anonymity.
Average All - where applicable, is the average of the superior, peer and subordinate feedback not shown. If more than one of the categories are not
shown, then the average all column will be populated. If all categories have respondent data, then this column will show "N/A".
Rating Scale:

0 = Strongly Disagree, 100 = Strongly Agree

Stewards the Profession

Subordinates

Average
Not Shown

Balances short-term mission requirements with long-term

benefits to the organization

Not Shown

Not Shown

Inspires individuals and organizations to do their best

Not Shown

Not Shown

Makes good decisions about all resources used or

managed

Not Shown

Not Shown

Creates an environment that encourages continuous

improvement and innovation

Not Shown

Not Shown

Subordinates

Average
Not Shown

Recognizes how own actions impact others

Not Shown

Not Shown

Considers and uses personal feedback received from

others

Not Shown

Not Shown

Self

Superiors

Peers

Assessment Question

Prepare Self to Lead

Self

Superiors

Peers

Assessment Question

Applies knowledge of world affairs and geopolitical

situations to job duties as appropriate

Not Shown

Not Shown

Seeks and engages in learning opportunities

Not Shown

Not Shown

Copes with stress to achieve mission objectives and

maintain well-being

Not Shown

Not Shown

Subordinates

Average
Not Shown

Uses appropriate influence techniques to energize others

Not Shown

Not Shown

Enforces high professional standards

Not Shown

Not Shown

Motivates others by conveying the significance of work

Not Shown

Not Shown

Establishes clear intent and purpose

Not Shown

Not Shown

Balances requirements of mission with welfare of followers

Not Shown

Not Shown

Subordinates

Average
Not Shown

Lead Others
Self

Superiors

Peers

Assessment Question

Lead by Example
Self

Superiors

Assessment Question

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Peers

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Leads with confidence in adverse situations

Not Shown

Not Shown

Models Army values consistently through actions, attitudes,

and communications

Not Shown

Not Shown

Displays the knowledge and skills required by position

Not Shown

Not Shown

Demonstrates commitment to the Nation, U.S. Army, and

one's team members

Not Shown

Not Shown

Uses critical thinking and encourages others to do the

same

Not Shown

Not Shown

Subordinates

Average
Not Shown

Prioritizes tasks for teams or groups

Not Shown

Not Shown

Makes appropriate assignments or role delegation to

subordinates or teams

Not Shown

Not Shown

Accomplishes the mission

Not Shown

Not Shown

Not Shown

Not Shown

Not Shown

Not Shown

Get Results
Self

Superiors

Peers

Assessment Question

Recognizes and rewards good performance

Not Shown

Adjusts to external influences on the mission and

organization
Removes work barriers or insulates subordinates from them
(e.g., distractions, schedule conflicts, unimportant tasks)

Not Shown

Does what it takes to be a highly proficient leader

Not Shown
Not Shown

Not Shown

Peers

Subordinates

Average
Not Shown

Negotiates with others to reach mutual understanding and

to resolve conflict

Not Shown

Not Shown

Builds rapport with those outside lines of authority

Not Shown

Not Shown

Adjusts influence techniques to the situation and parties

involved (e.g., indirect influence, consensus, diplomacy,
alliances)

Not Shown

Not Shown

Proactive in extending influence beyond the chain of

command

Not Shown

Not Shown

Peers

Subordinates

Average
Not Shown

Not Shown

Not Shown

Extend Influence Beyond Chain of Command

Self

Superiors

Assessment Question

Develops Leaders
Self

Superiors

Assessment Question
Coaches others to develop or improve skills
Actively encourages the development of others (e.g., selfstudy, training opportunities, job assignments, how jobs are
structured)

Not Shown

Not Shown

Assesses developmental needs of subordinates

Not Shown

Not Shown

Encourages development of team skills

Not Shown

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Not Shown

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Provides appropriate feedback to subordinates

Not Shown

Not Shown

Peers

Subordinates

Encourages subordinates to accept responsibility and act to

advance the organization?s mission

Not Shown

Not Shown

Creates a learning environment including treating setbacks

as an opportunity to improve

Not Shown

Not Shown

Not Shown

Fosters teamwork and cooperation

Not Shown

Not Shown

Demonstrates care for people and their well-being

Not Shown

Not Shown

Encourages open and candid communications

Not Shown

Not Shown

Subordinates

Average
Not Shown

Expresses ideas so they can be understood by the

audience

Not Shown

Not Shown

Engages others with appropriate communication

techniques

Not Shown

Not Shown

Listens actively

Not Shown

Not Shown

Achieves shared understanding

Not Shown

Not Shown

Create a Positive Environment

Self

Superiors

Average
Not Shown

Assessment Question

Communicate
Self

Superiors

Peers

Assessment Question

Accounts for cultural differences when communicating with

others

Not Shown

Not Shown

Builds Trust
Subordinates

Average
Not Shown

Builds and maintains positive working relationships

Not Shown

Not Shown

Treats others fairly regardless of their rank or position

Not Shown

Not Shown

Self

Superiors

Peers

Assessment Question

Confronts actions of others that undermine team trust

Not Shown

Keeps word and follows through on commitments to others

Not Shown
Not Shown

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Not Shown

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Summary Report Highest to Lowest Rated Survey Behaviors

Highest Rated Behaviors

Average All

Competency

Builds and maintains positive working relationships

Builds Trust

Fosters teamwork and cooperation

Create a Positive Environment

Demonstrates care for people and their well-being

Create a Positive Environment

Encourages open and candid communications

Create a Positive Environment

Builds rapport with those outside lines of authority

Extend Influence Beyond Chain of Command

Lowest Rated Behaviors

Average All

Competency

Engages others with appropriate communication techniques

Communicate

Achieves shared understanding

Communicate

Creates a learning environment including treating setbacks as an

opportunity to improve

Create a Positive Environment

Accounts for cultural differences when communicating with

others

Communicate

Encourages subordinates to accept responsibility and act to

advance the organization?s mission

Create a Positive Environment

** Average All is the Mean of Superior, Peer, Subordinate (Does not include Self)

What are this leader's greatest strengths?

MSG Southern's greatest strength's are his ability to instill esprit de corp within a mulitnational environment regardless of rank and his cool and levelheadedness in all situations .

MSG Southern is a caring and grounded leader . He is a leader of character and his personality helps build alliances and trust .

I cannot say enough about the strenth of this leader . I still consider him one of the best mentors I have had in the military . He communicates ,
effectively , cares about Soldiers , understands and enforces Army regulations and policies , a true SME as an intelligence NCO and a great mentor to
Soldiers of all ranks .

Demonstrates mental agility and solid judgment ; he is an expert in his field and creates opportunities for others to improve ; he is innovative in his
leadership approach ; and , he is very confident in his and his teams ' abilities , and capably uses this to build trust with others and other organizations ,
yet he is humble .

- Has a variety of experiences/duty stations that makes him a well rounded Soldier and effective leader . - Easily adapts to different positions and
leadership roles in the intelligence community . - Good communication and listening skills . - Calmly assess situations to find the best way to
accomplish the mission .

WEll Rounded

Very good problem solver .

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- Very professional . - Deeply empathetic . - Candid .

What are this leader's greatest developmental needs?

- Must not take any positive recognition of undeserving colleagues personally .

Although very disciplined , sometimes his compassion for others and confidence in his own leadership abilities causes him to take risk regarding
keeping his superiors informed . He must trust his superiors more , as well as proactively coach , counsel and mentor his superiors to do what is right .

- Getting up to speed on INSCOM and the way ahead for the intelligence community and intell 2020 .

Complete a higher level degree

I believe his greatest developmental need is to be put in a CSM position . In the the 3.5 years that I knew him , he has shown me that he is more than
ready to take charge at the highest levels .

Can't think of any .

na

Time Management

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