Marshall Goldsmith
JULY 28, 2014
If there is one thing I know, it’s how to respond to feedback. A pioneer in the use of customized, 360 degree feedback (confidential feedback from direct reports, peers and managers) as a leadership development tool, I’ve spent the last 30 years using feedback to help people change for the better.
Next Level Blog
OCTOBER 29, 2010
It was easy to see from Nancy’s 360 report how well thought of she is by her colleagues and our conversation made it clear why she is. Subscribe to Blog Updates via Email or RSS Chart Your Course in 2011 with a Life GPS® Interactive Program Details Here Join me for the. One of the calls was with a leader who I’ll call Nancy.
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Building Personal Strength
AUGUST 17, 2011
His first project was to write the program for 20/20 Insight , a breakthrough 360-degree feedback system. Copyright 2011. He eventually concluded that college was a waste of time for him. So he left Texas Tech to join my company, Performance Support Systems. And the rest is history. But we are. Post by Dennis E.
Marshall Goldsmith
AUGUST 22, 2011
At the end of my sessions, I ask leaders (who have received 360-degree feedback) to follow up with their co-workers and ask for ongoing ideas about how they can continue to become more effective. To participate in the 2011 Thinkers 50, visit [link].
Next Level Blog
SEPTEMBER 21, 2010
In this week’s book club video, I share three simple (and whack up the side of the head obvious) design principles that Marc and Miriam apply to designing talent management initiatives such as performance reviews, 360 degree feedback and succession planning.
Harvard Business Review
DECEMBER 27, 2016
A study published in 2011 examined CEOs in the top-100 best hospitals in USNWR in three key medical specialties: cancer, digestive disorders, and cardiovascular care. Core to the curriculum is emotional intelligence (with 360-degree feedback and executive coaching), teambuilding, conflict resolution, and situational leadership.
Strategy Driven
JANUARY 24, 2011
It’s what I push my clients to focus on as they seek to improve organizational performance – and it’s the lens I urge all leaders to look through as they review 2010 and make their ‘business resolutions’ for 2011. Here are a few of this year’s headline makers and the lessons that can be learned from each of them.
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