tgwall&jonathan.s.keller.civ&360_sago&6.0.0&&&360_sago&&&terry@tgwall.com, bcarico@actscorp.com&N.Y.N.N.Y.N.N.N.N.N
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&I am rating Sagor based upon his experience as Executive Officer to the Director of STCD. Sagor was responsible for keeping the director organized, performing high level staffing functions, and ensuring that the Director stayed on track with regard to travel, answering suspenses, and preparing him for events.::&Sagor aspires for positions of greater responsibility. He is a smart engineer and a decent project leader.::&::&::&?xxx?xxx?2?xxx?xxx::&?xxx?xxx?xxx?xxx?4::&?xxx?1?xxx?xxx?xxx::Sagor has been disorganized. Takes on too many tasks without the organizational skills or tools to execute well. Needs self awareness in this area and must work to improve. &?xxx?xxx?2?xxx?xxx::This is a critical skill. The Directors priorities were not always handled accordingly.&?xxx?xxx?2?xxx?xxx::&?xxx?xxx?2?xxx?xxx::Again, comes down to ability to execute. I think people could clearly articulate what the XOs job should be, but Sagor often didnt fully fill this role.&?xxx?xxx?xxx?3?xxx::Sagor typically would seek input from the Director or Deputy Director, but not always sufficiently with the division chiefs or associate directors. Likley not an intentional problem, but more due to a lack of sufficient time to execute caused by poor organization of tasks.&?xxx?xxx?xxx?3?xxx::Sagor is interested. Translating others points of view into action needs to be refined.&?xxx?xxx?2?xxx?xxx::&?xxx?1?xxx?xxx?xxx::Usually found execuses for failure. True in the area of work tasks and in taking full personal responsibility for behavior issues (oversleeping while TDY, self indulgent behavior, etc.)&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::&?xxx?xxx?xxx?3?xxx::Sagor sought feedback on numerous occasions and candid feedback was provided. Was one of the reasons for this 360.&?xxx?1?xxx?xxx?xxx::Discussed personal responsibility above.&?xxx?xxx?2?xxx?xxx::&?xxx?1?xxx?xxx?xxx::Sagor needs to get it together because he has all the potential in the world. Perhaps this has changed since my experience with him working in the front office. Hope so.&?xxx?xxx?xxx?3?xxx::Sagor wants to improve. He agreed to this 360.&?xxx?xxx?2?xxx?xxx::Sagor needs to think clearly and passionately about what he wants to do. Hes in the middle of a job change that I think will be positive. &?xxx?xxx?2?xxx?xxx::I think Sagor has some maturing to do in this area. Leadership is 50% psychology - understanding what motivates and demotivates people. Those things dont always align with your personal values or beliefs...but that really doesnt matter. You need to find a way appeal to others emotions, making connections between their values and the work to be done, to be successful in leadership.&?xxx?xxx?2?xxx?xxx::Again, Sagor needs to spend more time thinking deeply about what hes trying to do and where hes trying to go.&Leadership Maturity - understanding the role and acting appropriately
Organization - spending the time and using the tools to stay organized. This does not come naturally to Sagor.
Find his passion - Sagor seems motivated by sexy projects and money. He needs to think hard about what role he wants to fill - techical, leadership, or something in the middle. Then he needs to find a mentor and develop a plan to get there.::
Not Scored by Definition