Lead Change Blog

NOVEMBER 7, 2016

Welcome to the November 2016 edition of the Leadership Development Carnival! As I was reviewing this month’s submissions to the Leadership Development Carnival, I was wishing we could all get together in a room to exchange these ideas more deeply and directly. Thank you all. Learn more about RLI here. Let’s Get Started.

Leadership Development 331

Leadership Development Development Leadership 360-Degree Feedback 331

Lead Change Blog

NOVEMBER 7, 2016

Welcome to the November 2016 edition of the Leadership Development Carnival! As I was reviewing this month’s submissions to the Leadership Development Carnival, I was wishing we could all get together in a room to exchange these ideas more deeply and directly. Thank you all. Learn more about RLI here. Let’s Get Started.

Leadership Development 201

Leadership Development Development Leadership 360-Degree Feedback 201

Next Level Blog

MARCH 27, 2019

In 20 years of working as a leadership educator, speaker and executive coach, I’ve seen a lot of data points on leadership development programs and definitely see some patterns. Here, then, are five principles that I’ve become convinced are essential to designing great leadership development programs.

Leadership Development 134

Leadership Development Development 360-Degree Feedback Leadership 134

Experience to Lead

NOVEMBER 3, 2023

The story is no different when it comes to developing a leadership strategy in times of change. Whether it be a global pandemic, a company restructuring or a merger, a leadership strategy is crucial if you want to manage shifts and times of uncertainty. By embracing the potential for change, you can harness its power.

Strategy 52

Strategy Development Leadership 360-Degree Feedback 52

Jesse Lyn Stoner Blog

MARCH 4, 2013

Welcome to the March 2013 Leadership Development Carnival! Thanks to those who contributed the many excellent posts on leadership practices, the workplace environment and personal mastery. And a special thanks to carnival leader Dan McCarthy at Great Leadership for the invitation to host this carnival.

Leadership Development 205

Leadership Development Development Leadership 360-Degree Feedback 205

Marshall Goldsmith

AUGUST 4, 2013

Great leaders encourage leadership development by openly developing themselves. I just reviewed my 360-degree feedback. Another thing that I feel good about is the fact that my scores on ‘effectively responds to feedback’ are so high this year.” by Marshall Goldsmith.

Development 180

Development 360-Degree Feedback CEO Open-book 180

Experience to Lead

SEPTEMBER 28, 2023

In the dynamic world of business, leadership feedback stands as a cornerstone for team excellence and organizational growth. Constructive critiques and affirmative recognition pave the way for heightened team morale and a company culture of continuous improvement. What is Leadership Feedback?

Examples 52

Examples Team Succession 360-Degree Feedback 52

Lead Change Blog

JANUARY 27, 2017

One of the most effective ways of doing this is having the leader go through a 360-degree feedback process, where the people they are leading rate the leader’s style and performance. The raters often include the leader him or herself and the leader’s boss(es), peers, and direct reports— hence a “360-degree” view.

360-Degree Feedback 150

360-Degree Feedback Open-book Report Survey 150

Leading Blog

OCTOBER 4, 2012

This is a guest post by Jack Zenger, co-author of How To Be Exceptional: Drive Leadership Success By Magnifying Your Strengths. Readers will learn not only how to pinpoint their best leadership traits but will learn ways to leverage their strengths into ones that truly distinguish them.

360-Degree Feedback 284

360-Degree Feedback Sports Learning-by-Doing Participative 284

Next Level Blog

FEBRUARY 13, 2019

That happened a few months ago when I was talking with a top executive of a Fortune 500 company to get his feedback on a colleague who was one of my executive coaching clients. During that period, my company has run over a thousand 360 degree leadership assessments based on the success behaviors I highlight in my book, The Next Level.

Team 180

Team 360-Degree Feedback Short-term How To 180

Marshall Goldsmith

MAY 17, 2011

I just reviewed my 360- degree feedback. While listening to Steve speak so openly to coworkers about his efforts to develop himself as a leader, I realized how much the world has changed. Twenty years ago, few CEOs received feedback from their colleagues. My coworkers have been helping me improve.

Development 125

Development 360-Degree Feedback CEO Reputation 125

Mike Cardus

MAY 24, 2011

Below is an actual Executive Coaching and Managerial Leadership Training + Development process I facilitated. This is developing a feeling of strife, hopelessness and contempt amongst management and subordinates. Developed, trained, taught management Coaching and feedback methods; Coaching adding value as a manager.

Case Study 116

Case Study 360-Degree Feedback Execution TRIZ 116

Marshall Goldsmith

DECEMBER 2, 2013

Employees rate their manager’s ability to “effectively deal with people who undermine teamwork” dead last among 92 elements of effective leadership. Leaders often fear confronting people about poor teamwork, but people highly value honest feedback. Such feedback allows you to practice consultative coaching.

360-Degree Feedback 135

360-Degree Feedback Teamwork Bond Survey 135

Marshall Goldsmith

APRIL 11, 2016

I just reviewed my 360-degree feedback. Another thing that I feel good about is the fact that my scores on ‘effectively responds to feedback’ are so high this year.” When I became an executive coach, few CEOs received feedback from their colleagues. My coworkers have been helping me improve.

360-Degree Feedback 70

360-Degree Feedback CEO Video Public Relations 70

Next Level Blog

OCTOBER 29, 2010

She’s a long term high performer with her company and the mother of two high school students. 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. The 360 I use is comprised of 72 leadership behaviors based on the research behind my book, The Next Level.

360-Degree Feedback 179

360-Degree Feedback Executive Coaching Blog Letter 179

Mike Cardus

FEBRUARY 23, 2011

When I initially met with Anthony, we created three main areas of focus and development. The specific intervention included: 360 degree Feedback. A key area of development was improving Anthony’s ability to engage in civil and supportive discourse with other managers when he was not necessarily in agreement with them.

Case Study 114

Case Study 360-Degree Feedback Management Succession 114

Marshall Goldsmith

DECEMBER 10, 2012

“Fining” people for making destructive comments (and giving the money to charity) will help your company and people in need. I have helped more than 70 major organizations identify and profile desired leadership behaviors. I will never forget the first time I received 360-degree feedback from my own staff.

Positioning 98

Positioning 360-Degree Feedback Education Teamwork 98

Marshall Goldsmith

FEBRUARY 3, 2014

Our greatest challenge as leaders is not understanding the practice of leadership; it is practicing our understanding of leadership. The consistent and ongoing misassumption of almost all leadership development programs is “if they understand, they will do.” by Marshall Goldsmith. I live in California.

360-Degree Feedback 166

360-Degree Feedback Follow-up Ethics Learning-by-Doing 166

Marshall Goldsmith

OCTOBER 7, 2013

We first get an agreement with our coaching clients and their managers on two key variables: 1) what are the key behaviors that will make the biggest positive change in increased leadership effectiveness and 2) who are the key stakeholders that should determine (one year later) if this change has occurred. That is just not what I do.

Leadership 117

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

Marshall Goldsmith

MAY 5, 2014

According to a survey by Badbossology.com and Development Dimensions International, a majority of employees spend 10 or more hours per month complaining or listening to others complain about bad bosses – and almost one-third spend 20 hours or more per month. You hurt your company. Coaching Employee Engagement Leadership'

360-Degree Feedback 122

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

Marshall Goldsmith

DECEMBER 31, 2012

I am probably the only executive educator that you have ever heard of who actually measures if the participants in my leadership development courses do what I teach – and then measures if they are seen as becoming more effective leaders. And it won’t be crazy anymore!” ” Tough Questions.

360-Degree Feedback 102

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

Marshall Goldsmith

MAY 3, 2011

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. I just reviewed my 360-degree feedback. He also doubled his income.

360-Degree Feedback 115

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

Marshall Goldsmith

OCTOBER 16, 2012

Our greatest challenge as leaders isn’t understanding the practice of leadership; it’s practicing our understanding of leadership. The consistent and ongoing misassumption of almost all leadership development programs is, “If they understand, they will do.” by Marshall Goldsmith.

360-Degree Feedback 96

360-Degree Feedback Follow-up Ethics Training 96

Marshall Goldsmith

JUNE 7, 2011

Is your company competing for top talent? Do you participate in hiring decisions or developing leaders? Rapid change is the order of the day, with global mergers, acquisitions and shifts--and the resulting talent and leadership challenge will likely determine the success or failure of your organization between now and 2020.

360-Degree Feedback 118

360-Degree Feedback Learning Curve Budgeting Career 118

Building Personal Strength

AUGUST 15, 2010

I first learned about 360-degree feedback in 1987. It was a new technology at the time, used primarily to give bosses what was called "upward" feedback about their leadership and management. Product development involves numerous cycles of improvement, because building the product teaches you how to make it better.

360-Degree Feedback 78

360-Degree Feedback Software Engineering Technology 78

The Practical Leader

OCTOBER 24, 2012

Last week I was facilitating a two-day development retreat with a management team in Western Canada. We were discussing Zenger Folkman’s powerful research on the statistical correlations and interactions of leadership behaviors. This was highlighted in Competency Companion Development Guide to Cross-Training.

Power 49

Power 360-Degree Feedback Workshop Training 49

Strategy Driven

JANUARY 24, 2011

StrategyDriven effective executives, efficient employees Home About The StrategyDriven Organization Our Company Our Contributors Karen K. What did 2010 look like for you and your company? But there’s only one that really matters: Did your company effectively execute its plans and initiatives? Juliano Howard T. Dickens Jr.

Execution 68

Execution Company 360-Degree Feedback Cooper 68

Persuasive Powerhouse

OCTOBER 22, 2010

He is a former Fortune 500 HR executive, president of The Eblin Group and graduate of Davidson College, Harvard University, and Georgetown University’s leadership coaching certificate program, where he is also on the faculty. My work as an executive coach involves looking at a lot of 360 degree feedback reports.

Bottom-up 177

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

Harvard Business Review

JUNE 14, 2012

Typically, insight into what to change can be created by concrete 360-degree feedback techniques, either via surveys, conversations or both. This style of feedback can be augmented by fact gathering such as third-party observation of senior executives going about their day-to-day work (e.g., "You

360-Degree Feedback 16

360-Degree Feedback How To Agility Survey 16

Harvard Business Review

NOVEMBER 15, 2011

In an effort to give equal time to the other side of the story, and to clarify some misconceptions, let me share with you the reasons why not getting 360-degree feedback may actually be fatal. Leadership effectiveness is in the eye of those who are led. That's certainly not objective data.

360-Degree Feedback 15

360-Degree Feedback Objective Survey Skills 15

Harvard Business Review

OCTOBER 27, 2017

Over the last decade, I’ve conducted thousands of 360-degree feedback interviews with the colleagues of the leaders I coach. My goal with these sessions is to get a better sense of my clients’ strengths and weaknesses, but more often than not, the feedback isn’t particularly useful. Erika Andersen.

360-Degree Feedback 14

360-Degree Feedback How To Comparison Construction 14

Harvard Business Review

APRIL 24, 2015

They simply don’t seem to have the self-awareness and the social skills that are necessary to work in our complicated multicultural and fast-moving companies. Here’s the problem: EI is difficult to develop because it is linked to psychological development and neurological pathways created over an entire lifetime.

Emotional Intelligence 8

Emotional Intelligence Development 360-Degree Feedback How To 8

Harvard Business Review

MAY 1, 2014

Faced with rapid evolution in their industry, the executive team of a large energy company had decided to transform their solid but complacent organization into a high-tech, sustainability-oriented firm, a key element of which was the completion of a multibillion dollar offshore energy project.

360-Degree Feedback 10

360-Degree Feedback Offshoring Construction Execution 10

Harvard Business Review

NOVEMBER 10, 2015

And Korn-Ferry has even published research suggesting that a company’s financial performance is related to the level of self-awareness of the firm’s leadership team. We delved into 360-degree feedback data describing 69,000 managers as seen through the eyes of 750,000 respondents at hundreds of firms.

360-Degree Feedback 8

360-Degree Feedback Self-aware Benchmarking Emotional Intelligence 8

Harvard Business Review

NOVEMBER 3, 2014

But when you do so, be sure to emphasize professional development goals. Coaching is most effective when the participant and the coach have multiple sources of information, which might include past reviews, personality assessment reports, or online or interview-based 360 degree feedback.

Participative 8

Participative 360-Degree Feedback Executive Coaching How To 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. Entry-level programs are an integral part of talent-development strategies and often are the only effective bridge between academia and the business environment. They work quite well.

Training 8

Training 360-Degree Feedback Participative Human Resources 8

Harvard Business Review

NOVEMBER 3, 2014

But when you do so, be sure to emphasize professional development goals. Coaching is most effective when the participant and the coach have multiple sources of information, which might include past reviews, personality assessment reports, or online or interview-based 360 degree feedback.

Participative 8

Participative 360-Degree Feedback Executive Coaching How To 8