Marshall Goldsmith

NOVEMBER 15, 2016

My good friend and mentor, Dr. Paul Hersey, defined leadership as “working with and through others to achieve objectives.” Leaders who participated in the same developmental programs and received the same type of feedback—but did not follow-up—were seen as improving by no more than random chance would imply.

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360-Degree Feedback Hersey Definition Objective 70

Modern Servant Leader

MAY 22, 2012

Comprehensive Feedback. As a people manager, you have the unique perspective of receiving and reviewing all formal feedback. If your organization conducts 360 degree feedback surveys, you get to understand perspectives from direct reports, peers, colleagues, customers and other managers. Instruction vs. Mentoring.

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360-Degree Feedback Management Constraint Leadership 194

Persuasive Powerhouse

FEBRUARY 28, 2017

Some years ago, I participated in a 360-degree feedback assessment. Do you have a mentor, colleague, manager or friend who can guide you and hold you accountable for taking action on your goals? I still have the report. When this report was stealthily plopped on my desk I was in a dilemma about what to do with it.

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360-Degree Feedback Report Participative Content 100

The Practical Leader

JULY 26, 2023

The Clemmer Group’s long partnership with Zenger Folkman is based on their evidence-based approach to 360 assessment and strengths-based leadership development. Click here to peruse a series of research and resources on this approach, including how to How to Avoid Spinning into the 360 Degree Feedback Death Spiral.

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360-Degree Feedback Survey Learning-by-Doing Attitude Survey 52

Experience to Lead

SEPTEMBER 28, 2023

Here are some different types of leadership feedback: Formal Performance Reviews: These are regularly scheduled feedback sessions (often annually or semi-annually) where leaders receive feedback about their performance from superiors. Real-time Feedback: This is immediate feedback given soon after an event or situation.

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Examples Team Succession 360-Degree Feedback 52

Next Level Blog

OCTOBER 29, 2010

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. Posted by: Michael McKinney | October 29, 2010 at 01:15 PM I suspect that many great leaders today, had great leadership (and mentoring) from their parent(s) at home. It’s not just for CEOs.

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360-Degree Feedback Executive Coaching Blog Letter 179

HR Digest

AUGUST 13, 2023

Organizations can enhance the onboarding experience by: Implementing a buddy system or assigning internal mentors to guide new employees through their initial days and weeks. Seeking feedback from new employees about their onboarding experience within the first month to identify areas for improvement.

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Environment Positioning Strategy Diversity 52

Experience to Lead

NOVEMBER 3, 2023

You might assess current leadership capabilities through competency-based assessments and encouraging 360-degree feedback. If there are areas where you anticipate your leadership team is falling short, take part in leadership training or a mentoring program.

Strategy 52

Strategy Development Leadership 360-Degree Feedback 52

Marshall Goldsmith

JUNE 7, 2011

Will you use skilled coaches and mentors to help talented people leverage their strengths as well as identify and overcome blind spots? Do What's in Your Heart I was one of the original developers of 360-degree feedback. When it comes to development, do your actions match your words?

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360-Degree Feedback Learning Curve Budgeting Career 118

Harvard Business Review

JULY 6, 2017

In contrast, the forties often involve a turning point from novice to mentor, which may bring a deeper appreciation for life’s paradoxes. In light of these findings, we recommend two approaches for those who manage, mentor, or coach younger executives to help them reach their full potential.

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Execution 360-Degree Feedback Executive Coaching Sample 14

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. So avoid any hint of defensiveness since that will tend to shut down a mentor or leader’s feedback.

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Career 360-Degree Feedback Mentor Long-term 9

Harvard Business Review

JUNE 11, 2014

Many consultants stressed astringent self-reflection, urging honest self-scrutiny about one’s shortcomings and developmental needs before turning to peers, colleagues, mentors, coaches, or courses. “Be Several respondents advocated a “strong and diverse network” and openness to 360-degree feedback—that is, not just feedback from supervisors.

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360-Degree Feedback Self-aware Mentor Consultative 8

Harvard Business Review

MAY 16, 2014

Once in the program, the newly minted graduates are rotated through various functions and departments, interspersed with periodic training and mentoring. Development results from assignments, continuous 360-degree feedback, and close assignment coaching.

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Training 360-Degree Feedback Participative Human Resources 8

Harvard Business Review

FEBRUARY 25, 2014

In reviewing several thousand 360-degree feedback surveys we found that both women and their managers cite political savvy as an ongoing development need for women. That means actively lining up a coalition of supporters – allies, advocates, mentors, and sponsors.

Politics 8

Politics 360-Degree Feedback Skills Seminar 8

Harvard Business Review

AUGUST 17, 2015

Over the last five years, Zenger Folkman has collected 360-degree feedback data on 2,187 HR leaders. They were also rated positively on providing coaching, acting as a mentor, and giving feedback in a helpful way. This set them apart from leaders in other functions, who did not score highly on this skill.

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360-Degree Feedback Skills Positioning Teamwork 8

Harvard Business Review

MAY 15, 2012

If you suspect that most people in your organization aren't going to be honest with you, or feedback is just not part of the culture, Detert suggests finding one or two people you trust to tell you the truth. It could be someone on your team, a peer, a mentor, or a coach.

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360-Degree Feedback How To Construction Case Study 15

Harvard Business Review

APRIL 10, 2018

After his 360-degree feedback session, Tom now makes an effort to get to know coworkers who are different from him. Nick, another CEO, has initiated a system of reverse mentoring in his organization. “Executives have found it eye-opening, and the mentors have raised their profiles for career advancement.”

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360-Degree Feedback Mentor System Education 12

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. Turn your mentor into a sponsor. While mentors are important allies for navigating through political minefields, sponsors are absolutely crucial.

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Politics Strategy 360-Degree Feedback Mentor 8

Harvard Business Review

DECEMBER 15, 2017

It also requires knowing how to delegate and mentor. Through 360 degree feedback, he learned that certain elements of his leadership style that had previously been effective were no longer serving him well. Managing and Developing Others. Leading requires the ability to plan one’s own work and the work of others.

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Training Health Care Management 360-Degree Feedback 14

Harvard Business Review

JUNE 21, 2016

Share a draft review with a trusted colleague, boss, mentor, or coach, and ask them if the review you’ve written is in line with the goals you are trying to achieve. It’s tempting to sugarcoat feedback to preserve harmony in the short term, but doing so does not set up the individual for success in the long term.

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Performance Review Review 360-Degree Feedback Follow-up 11