Marshall Goldsmith

MAY 5, 2014

You hurt your company. Why should people spend their hard-earned money on your company’s products? If the boss is behaving in a way that is bad for the company, why don’t you challenge him? You don’t enhance your career. Ask yourself four simple questions: Will this comment help my company?

360-Degree Feedback 122

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

Marshall Goldsmith

DECEMBER 31, 2012

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. But of course, just as at most companies, 30% of the people at this company ended up doing nothing.

360-Degree Feedback 102

360-Degree Feedback Follow-up Bottom-up Participative 102

Marshall Goldsmith

JUNE 7, 2011

Is your company competing for top talent? As they consider opportunities to advance their careers, talented 'high potentials' share five concerns. To what degree can I trust you to develop my talents and skills? How do you honor requests for 'next steps' in my career progression? If so, pay attention!

360-Degree Feedback 118

360-Degree Feedback Learning Curve Budgeting Career 118

Marshall Goldsmith

OCTOBER 23, 2012

Discussing a rival company’s good fortune can be positive if it gets your people to work harder, but if s inappropriate when it soils other people’s reputations. Dealing with Feedback. Confidential 360-degree feedback is the best way for successful people to identify what they need to improve in their relationships.

360-Degree Feedback 102

360-Degree Feedback Commitment Information Learning-by-Doing 102

Marshall Goldsmith

MAY 1, 2012

Most of us hate getting negative feedback, and we don't like to give it. I have reviewed summary 360-degree feedback reports for more than 50 companies. Rightly or wrongly, feedback is associated with judgment. For example, if you want to be a better listener, almost any fellow human can give you ideas.

360-Degree Feedback 127

360-Degree Feedback Participative Committee Efficiency 127

Marshall Goldsmith

MAY 3, 2011

This should have been the apex of Mike's young career. I have two sons, and if they were receiving this feedback from you in 20 years, I'd be ashamed to be their father.' Within a year, Mike's scores on his treatment of people shot up past the 50th percentile, above an already high company norm. Instead, it exposed his bad side.

360-Degree Feedback 115

360-Degree Feedback Gordon CEO Learning-by-Doing 115

Marshall Goldsmith

FEBRUARY 1, 2012

Most of us hate getting negative feedback, and we don't like to give it. I have reviewed summary 360-degree feedback reports for more than 50 companies. Rightly or wrongly, feedback is associated with judgment. For example, if you want to be a better listener, almost any fellow human can give you ideas.

360-Degree Feedback 114

360-Degree Feedback Participative Committee Efficiency 114

Your Voice of Encouragement

JUNE 3, 2011

Their company has been a value-added reseller for my company's software since 1994. In his 360-degree feedback report, everyone agreed he was a great guy to be around, brimming with good cheer and optimism, but that he couldn’t be counted on to properly plan and deliver complex projects. about the DiSC model.

360-Degree Feedback 67

360-Degree Feedback Core Competence Analysis Open-book 67

Marshall Goldsmith

OCTOBER 16, 2012

Companies have invested millions of dollars to develop profiles that describe the desired behavior for leaders of the future. Leaders who are not working for a company that describes desired leadership behavior can read books on the topic. The company had developed a well-thought-out profile of desired leadership behaviors.

360-Degree Feedback 96

360-Degree Feedback Follow-up Ethics Training 96

Marshall Goldsmith

AUGUST 5, 2012

Most of us hate getting negative feedback, and we don’t like to give it. I have reviewed summary 360-degree feedback reports for more than 50 companies. Rightly or wrongly, feedback is associated with judgment. They don’t have to know you. FeedForward does not imply superiority of judgment.

360-Degree Feedback 89

360-Degree Feedback Participative Committee Positioning 89

Marshall Goldsmith

APRIL 19, 2011

Discussing a rival company's good fortune can be positive if it gets your people to work harder, but it's inappropriate when it soils other people's reputations. Dealing with Feedback Confidential 360-degree feedback is the best way for successful people to identify what they need to improve in their relationships.

360-Degree Feedback 112

360-Degree Feedback Commitment Information Learning-by-Doing 112

Harvard Business Review

FEBRUARY 4, 2014

In most organizations, professionals who want to move up get lots of feedback. Many companies provide you with so-called 360-degree feedback based on anonymous surveys from your boss, peers, and direct reports. How does one navigate the “political thicket” in the company to get things done at the senior level?

Career 9

Career 360-Degree Feedback Mentor Long-term 9

Marshall Goldsmith

OCTOBER 7, 2013

I do not want to work with a client, have them get a glowing report from key stakeholders and later hear that one of the stakeholders said, “He didn’t really get better, we just said that” This is not fair to my client, to the company of to me. These are the people who have great careers in front of them.

Leadership 117

Leadership 360-Degree Feedback Follow-up Learning-by-Doing 117

Harvard Business Review

JULY 14, 2014

Margot, my client, was offered a “great” job as the CFO of a fledgling unit within her company. She did an exemplary job leading a vast piece of the company and was rewarded with a modest promotion. This is the range of comments we see everyday from women in 360-degree feedback conversations.

360-Degree Feedback 8

360-Degree Feedback CFO Career Trends 8

Harvard Business Review

MAY 16, 2014

By the time people complete the one- or two-year program, they are expected to be fully ready and cultivated for the long haul within the company. At GE, we have created mid-career leadership programs as one answer to these challenges. Development results from assignments, continuous 360-degree feedback, and close assignment coaching.

Training 8

Training 360-Degree Feedback Participative Human Resources 8

Harvard Business Review

JUNE 21, 2012

This executive was widely considered among the best and brightest in his company, but it was evident that this issue needed immediate attention if he ever hoped to advance to the top spot. Earlier in his career, as a business unit manager, he recognized that he must cut costs. He wasn't alone in that regard.

360-Degree Feedback 17

360-Degree Feedback Welch Active Listening CEO 17

Harvard Business Review

APRIL 14, 2017

Or a 360-degree feedback report. ” Nira’s thoughts raced with all the reasons this feedback was ridiculous: I am the creative director of this company. This is contrary to every piece of feedback I’ve received my entire career. Maybe it’s your performance review.

360-Degree Feedback 14

360-Degree Feedback Creativity CEO Learning-by-Doing 14

Harvard Business Review

MAY 23, 2014

Clearly, it is not sufficient to include “integrity” as a core organizational value – most companies do that already, alongside “creativity”, “diversity”, and “corporate social responsibility”, but that’s just the stuff they write on their websites.

Management 13

Management 360-Degree Feedback Ethics Morale 13

Harvard Business Review

APRIL 24, 2015

At most companies, despite all the best intentions, managing the board usually means keeping directors at arm’s length. But as I learned over the course of my career, there’s a better approach with boards. It’s important to remember that boards see only a small part of you, and even less of the company.

CEO 8

CEO 360-Degree Feedback Management Charisma 8

Harvard Business Review

MARCH 29, 2017

A good way to help leaders understand that their self-views and behaviors matter is via 360-degree feedback (360s) and employee engagement In particular, there is ample evidence for the connection between 360s and leadership performance, as well as a leader’s integrity.

Self-aware 8

Self-aware 360-Degree Feedback How To Collins 8

Harvard Business Review

FEBRUARY 22, 2017

Continuous personal development is fundamental to career growth, professional satisfaction, and having a broader impact in the world. Do an informal, monthly 360-degree review. A company’s annual or semiannual data collection efforts to provide 360-degree feedback to leaders on how they are doing is all well and good.

360-Degree Feedback 11

360-Degree Feedback Commitment Learning-by-Doing Letter 11

Harvard Business Review

JUNE 11, 2014

What skills do companies prize in C-level executives ? They also observe how executives negotiate, what matters most to them in hiring contracts, and how they decide whether to change companies. Several respondents advocated a “strong and diverse network” and openness to 360-degree feedback—that is, not just feedback from supervisors.

360-Degree Feedback 8

360-Degree Feedback Self-aware Mentor Consultative 8

Harvard Business Review

MARCH 23, 2016

We collected these ratings from their 360-degree feedback surveys.) For all the talk about how important diversity is within organizations, white and male executives aren’t rewarded, career-wise, for engaging in diversity-valuing behavior, and nonwhite and female executives actually get punished for it.

Diversity 8

Diversity 360-Degree Feedback Survey Participative 8

Harvard Business Review

SEPTEMBER 29, 2015

The 360-degree feedback instrument we use collects data on 49 leadership behaviors. Because they have faced fewer life challenges in their careers, younger leaders struggle to balance the need for results with appropriate concern for the needs of others. Too many companies wait years to train their new managers.

Management 8

Management 360-Degree Feedback Short-term Long-term 8

Harvard Business Review

MAY 15, 2012

While you may be tempted to enjoy this deference, the silence will not help you, your organization or your career. She shares the example of Vineet Nayar, the CEO of HCL Technologies, who posted his own 360-degree feedback on the company intranet and encouraged his senior team to do the same. Acknowledge the fear.

360-Degree Feedback 15

360-Degree Feedback How To Construction Case Study 15

Jesse Lyn Stoner Blog

MARCH 4, 2013

Miller of The People Equation explores how coaching, training and 360 degree feedback is a key strategy for creating an organization that’s responsive to change. Joel Garfinkle of Career Advancement Blog discusses three best practices in recruiting and retaining talent in What’s It Worth to You? Valuing Human Capital.

Leadership Development 205

Leadership Development Development Leadership 360-Degree Feedback 205

Harvard Business Review

FEBRUARY 21, 2018

And yet what we see when we administer 360-degree feedback surveys on behalf of these leaders is that the executives with really low scores in one or more areas are often completely unaware of their fatal flaws. Fatal flaws, however, are different. And here, that blindness has a steep cost.

360-Degree Feedback 13

360-Degree Feedback Self-aware Bottom-up Learning-by-Doing 13

Persuasive Powerhouse

OCTOBER 22, 2010

My work as an executive coach involves looking at a lot of 360 degree feedback reports. One of the patterns I see in the 360 data on leadership behaviors is that peers are typically the lowest rating group for any given executive. My answer was simple, “Because I like the results.&#

Bottom-up 177

Bottom-up Short-term Executive Coaching Open-book 177

Harvard Business Review

DECEMBER 15, 2017

Rather, we suggest a different approach: carving out a career path for younger physicians with leadership potential and creating a well-designed development pipeline so doctors emerge able to effectively lead large organizations of medical providers. Consider the example of Sound Physicians. This is what Sound Physicians found out.

Training 14

Training Health Care Management 360-Degree Feedback 14

Harvard Business Review

JANUARY 14, 2015

We’ve observed time and again in 360-degree feedback surveys that women executives believe politics present a particular dilemma for them. “It’s like having a sports agent looking out for my career,” she said. When her longtime sponsor left the company, she elevated her mentor to become a sponsor.

Politics 8

Politics Strategy 360-Degree Feedback Mentor 8