Marshall Goldsmith

SEPTEMBER 23, 2013

The Six-Question Process for coaching is an approach that I have seen work consistently well with executives. This process has produced measurable change in effectiveness (as evaluated by direct reports) with four CEOs that I have personally coached. The Six-Question Process. by Marshall Goldsmith.

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Process 360-Degree Feedback Report Execution 160

Marshall Goldsmith

DECEMBER 2, 2013

Leaders often fear confronting people about poor teamwork, but people highly value honest feedback. Use 360-degree feedback to align corporate values and individual behavior. Such feedback allows you to practice consultative coaching. Develop an on-going follow-up process. Getting Started. 1-858-759-0950.

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360-Degree Feedback Teamwork Bond Survey 135

You're Not the Boss of Me

AUGUST 17, 2013

This post, from January 2012, challenges the 360 degree feedback process first popularized in the 1990s. Too often, rather than use such a process as a springboard to having important conversations, we make the process itself the focal point thus diminishing its usefulness. . What do you think?

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360-Degree Feedback Survey Human Resources Learning-by-Doing 52

Marshall Goldsmith

AUGUST 4, 2013

I just reviewed my 360-degree feedback. From the beginning of the process, Kent led by example. What Got You Here Won’t Get You There has just been listed as the #2 bestselling business book for 2012 by INC magazine / 800 CEO Read. I have been working on becoming a better coach for the past year or so.

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Development 360-Degree Feedback CEO Open-book 180

Marshall Goldsmith

MAY 5, 2014

I have reviewed 360-degree feedback reports on leaders at all levels in major corporations, and a substantial number of executives are rated poorly on the item “avoids destructive comments about other people or groups.” We have all made useless, destructive comments about our bosses and co-workers. 1-858-759-0950.

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360-Degree Feedback Learning-by-Doing Survey CEO 122

Marshall Goldsmith

NOVEMBER 11, 2013

Positive behavioral change is much more likely to last if the individual who is trying to change has a “support group” (or at least “support person”) who is assisting in the change process. After determining who you want your coaches to be, gain their commitment to the coaching process. Follow up with Coaches.

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360-Degree Feedback Construction Follow-up Resistance 146

Marshall Goldsmith

JANUARY 27, 2014

Leaders who identify desired behavior to change, involve their co-workers in the change process, and follow-up are much more likely to improve. Tools such as 360-degree feedback and mini-surveys can be done online, at low cost as needed. The process of e-coaching will involve five steps: 1. 1-858-759-0950.

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360-Degree Feedback Long-term Globalization Tools 121