360-Degree Feedback Company Human Resources Leadership 
Mike Cardus
MAY 24, 2011
Below is an actual Executive Coaching and Managerial Leadership Training + Development process I facilitated. This authoritarian style of management is holding the company from creating a path of continual improvement and readiness for challenges. The methods and processes worked! Contact me to make your leaders & teams better.
Harvard Business Review
NOVEMBER 3, 2014
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. Be blunt with the coach – blunter than you would be with the coachee.
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Harvard Business Review
NOVEMBER 3, 2014
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. Be blunt with the coach – blunter than you would be with the coachee.
Harvard Business Review
SEPTEMBER 12, 2011
Recently, my colleagues and I interviewed dozens of these higher-ambition CEOs , all of whom taught us a valuable lesson: integrity is at the heart of great leadership. Higher-ambition CEOs know who they are, and how they lead and run their companies reflects their personal values and principles.
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.
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