Marshall Goldsmith
APRIL 11, 2016
I just reviewed my 360-degree feedback. He is a living case study from whom everyone at Dell is learning. I have been working on becoming a better coach for the past year or so. I’m still not doing quite as well as I want, but I’m getting a lot better. My coworkers have been helping me improve.
Marshall Goldsmith
AUGUST 4, 2013
I just reviewed my 360-degree feedback. He is a living case study from whom everyone at Dell is learning. Listen to what General Mills CEO Steve Sanger once told 90 of his colleagues: “As you all know, last year my team told me that I needed to do a better job of coaching my direct reports.
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Marshall Goldsmith
MAY 17, 2011
I just reviewed my 360- degree feedback. He is a living case study from whom everyone at Dell is learning. Listen to what General Mills CEO Steve Sanger recently told 90 of his colleagues: 'As you all know, last year my team told me that I needed to do a better job of coaching my direct reports.
Marshall Goldsmith
MAY 3, 2011
I just reviewed my 360-degree feedback. He is a living case study from whom everyone at Dell is learning. To Help Others, Start With Yourself General Mills CEO Steve Sanger once told 90 of his colleagues: 'Last year my team told me that I needed to do a better job of coaching my direct reports.
Marshall Goldsmith
OCTOBER 7, 2013
It also greatly expands the value gained by the corporation in the entire process (see the following case study). However, at lower levels in the organization (that are more price sensitive) traditional 360 degree feedback can work very well. 8) Review results and start again.
The Practical Leader
OCTOBER 24, 2012
Our database of 360 degree feedback assessments completed by over 300,000 managers, direct reports, peers, and others on 35,000 leaders shines strong new light on this combination. You can see the review at Excellent? This was highlighted in Competency Companion Development Guide to Cross-Training.
Harvard Business Review
MAY 15, 2012
Ask for feedback on a regular basis, not just at review time. One way to get around this is by doing a 360-degree review or using a coach to gather feedback anonymously. If you think people won't open up, start by gathering feedback anonymously to show them you're receptive. Ask for it, constantly.
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